Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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CONFUSION TO COMMUNICATION

July 30 2015

Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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CONFUSION TO COMMUNICATION

July 30 2015

Once the management has decided to centralize or move the processes from one location to another; the success of this transition heavily depends on change management it needs to undertake. The goal of any change management is to broadly ensure teams at both the sides buy into the vision, continue to work with equal enthusiasm, there is little negative noise and the entire shift from point of departure to point of arrival is seamless.


Questions running in leadership’s mind are - Do the people already know? If yes-how much. How much should we share? When should we share? Will people accept it or it will backfire? Who should communicate? How often should we share? Will employees leave? What if some key people leave?

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Are you matching key positions to key players? Is your right person in wrong position? What should you identify first-right players or right positions? Purpose or person?

Before we jump into resolving and taking sides let’s start with first having a quick look at broadly what I mean by key positions. Key position directly contributes to attaining the corporate vision; it is forward looking. It is the position which brings the customers to the company, it is what gives personality to the company. This position generates too much value to be missed or overlooked. These positions are spread across the organization at different levels. Normally it would be around 20-30% of your positions.

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Do you groom talent for position or create position to prevent attrition?

September 30 2015

CONFUSION TO COMMUNICATION

July 30 2015

Key players are the ones who consistently exceed expectations whichever place and positions they have been assigned. They are committed, loyal and least maintenance. More often than not we put them to resolve issues and do firefighting whenever need arises. We give them the best and try to hold them as long as possible.

Right talent is the key only if you have identified the lock to be openedJ. Companies need to identify their long term vision and identify what is critical for their success. The players need to be groomed and invested in accordingly. Developing skill sets or giving opportunities to players just because they are good in firefighting won’t help me in attaining desired results. Be visionary not selfish in using your resources. Just because an issue is urgent and just because the resource is available does not mean throw the resource on the task. Give them exposures they need to fulfill your long term goals.


Are you giving your key resources opportunities they need to fulfill their goals and your long term vision or you are using them to douse off burning issues?