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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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

CONFUSION TO COMMUNICATION

July 30 2015

  • What is being tracked is not being interpreted correctly. This is more because of a combination of capability and casual nature of the user of the report. After a few reviews normally complacency sets in and user group comes for the meeting every third Wednesday, exchange pleasantries, asks if everything is going ok and then checks the three obvious variations and meeting over. Devil lies in detail and that’s like Antarctica –only for people wanting adventure
  • Processes are as good to have but are of no use it not tracked or incorrectly tracked. Whoever said processes are independent of people does not know either. We are as strong as the weakest link hence to eliminate surprises its essential that all the below things should happen simultaneously
  • Correct performance indicators are ascertained are tracked
  • Reports are generated to be read not received
  • Fresh set of view each time the user reviews
  •  The follow up questions are tracked, resolved and closed

TO CRACK IT TRACK IT. ELIMINATE SURPRISES AND MITIGATE RISKS IN YOUR BUSINESSES

November 2 2015

CONFUSION TO COMMUNICATION

July 30 2015

One thing which leaders hate the most is surprise. It baffles them that when processes were going perfect till last review then suddenly how come there is this burning issue which needs firefighting. Where did this backlog come from or how come the vendors are not being paid when money is lying in the bank. In the world of finance processes where everything is tracked, monitored and reported there can be only two broad reasons for this

  • What is being tracked is incorrect and the performance indicators to check the health of the process are not well defined. When you have too much to speak but too little to say. More often than not there is too much data and too little information. If you track a wrong indicator there will be cracks through which slippages will happen.

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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