Author: CUNIX Inspire

CHANGE AND LEADERSHIP

The speed and scale of technological innovations are astonishing. Survival of the fittest is the key mantra     for the individuals, teams, and organizations.Acceptance to change will be a key differentiation between the survival and the extinction. So, the buzzword is “CHANGE”. For organization’s managing change is becoming extremely complex. Most of the organization’s leadership team is aghast with the speed change is taking place. It is keeping the leadership on toes in predicting the future and shape of the organization.

Knowingly and unknowingly change management is the primary work of leadership and they have been doing it day in and day out. However, the speed and scale of change have made the leadership to shift the focus from transactional change to transformational change. The leadership style required to manage transformational changes is different. The bureaucratic and controlling nature of leadership is going to hamper the agility to change. The leadership will have to act as enabler wherein the key role of leadership will be to:

1. create a flowing leadership pipeline,
2. build empowered teams,
3. empower the middle and operations management in decision making,
4. developing required competencies in the middle and operations management,
5. developing organizational capabilities in acknowledging, identifying and embracing the change.

The biggest challenge which we have observed during our discussions with leadership teams is their continuous denial of the requirement to change. Instead of having a proactive approach, they react when something unusual knockouts them. Acknowledgment of the need for change is a huge leadership challenge. It is more so because of the lack of leadership pipeline.

We shall be writing more about change, change management, leadership, leadership pipeline and other related topics in the near future.

This blog has been written by Rajendra Pratap Singh who heads CUNIX Inspire, HR and OD consulting division of CUNIX.

Similarities in Development Stages: People and Organization

“Development is an on-going process which leads to change from what it is today to an improved tomorrow”

People see their life moving from a kid to adulthood stage. These stages are different development stage which requires an individual to acquire new skills, knowledge, abilities to reach the next stage. Some KSAs are acquired by an individual and some by experts, guides, coaches, teachers and many more. An individual alone cannot learn everything; it requires guidance, advice, coaching from other people to succeed in life.

Same is the case with organizations, Organizations in its life span move towards different development stage. During this development stage organizations need to bring in many changes depending upon the internal and external requirement. Are organizations able to face this challenges that come their way on their own?

The answer is no!!

Organizations need external help of experts, SMEs, guides, coaches who can help them to solve their problem and help them to move to next stage of life. In other words, experts like organizations development consultants, executive coaches, change agents, experienced people and many more help to bring change in the organizations. Organizations can seek help of these experts and develop themselves to achieve their goal.

Tracking your performance journey to reach the result destination

As it is said, “Success is not in reaching the destination, but in making the journey”.

To make the journey easy and successful to reach the final destination, it is very important to track and measure it time to time, this can be done through right Key Performance Indicators at place. “Key Performance Indicators” acts as instrument to measure the performance, which helps an individual and organization to know whether the company is going towards its stated objectives or not. Often people fail to understand the importance of having KPIs in place, KPIs helps to measure the most strategic decisions that any organization requires to.

KPI acts as a compass for a road trip:

If a group of friends decide to go on a road trip, it is important to navigate the final destination by proper planning and direction with the help of indicators like compass, GPS location, & maps which will allow them to understand whether they are on a right way or not & help them take decisions accordingly. If the trip is not planned & directed properly by preparing KPIs then it can lead to unplanned destination which will lead to wastage of time, resources & money, so it is important to create KPIs.

Similarly, companies use KPI to measure their performance& know whether they are on a successful tour or not. The right set of KPIs acts as street lights for a safe road trip. In this VUCA world & competitive business era it is very much important to make better decisions, measure performance timely &give instant feedback to improve which in turn will help achieve the overall goals of the organizations through right set of KPIs. To be an organization from low performing to high performing, SMART KPIs are of strategic importance.

From “once a year” approach to “regular performance feedback” approach.

“Survey shows that 22% of employees have called in sick rather than face a performance review”, they believe in avoiding the whole performance review process rather than facing it.

Many organizations surge to create a high performing culture, but it is very important to use the right performance measurement tool and process to measure the performance. Employee performance management is one of the most essential aspects for any organization as it helps to achieve the overall performance of the organizations. Performance management system is a systematic approach used to measure the performance of the employees. Millennial are highly dissatisfied with the traditional performance management methods and aspire to have modern methods of measuring performance and believe that this shift from traditional to modern method will help the employees perform better which will in-turn lead to overall organizational performance. A high performance culture is one that includes continuous improvement, instant feedback by measuring performance, aligning individual goals with organizational goals &consistently reaching the desired targets. Performance management tools act as a navigation tool to measure the performance and understand whether the organization is on a successful voyage or not. Performance management is an on-going journey and not one time destination to measure. To make an organization from “good” to “great place”it is important to build a link between people performance and organizational performance.

Growing Needs of Organization Development