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Do You Recognize These Pictures?

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NOKIA – Why Did It Fail?

March 27th, 2017

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• Gurpreet Kaur• Chaudhary, Nikunjkumar Manubhai• Ha, Thi Thu Hien• Mohammad, Hasib

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Overview• Nokia was one of the top cellphone company• In recent years, it has enormously fallen. • This is not a result of their quality or innovation. • This is a direct result of the poor leadership style and

the dysfunctional team

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Contents

• Problem identification• Decision marking

• Planning & Organizing• Question

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Identify apparent problem

1.Lack of trust2.Wrong vision and misbalance3.Inefficient recruitment process at upper-level

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Identify apparent problem

1. Lack of trust: • Frustrated and fear • Stayed silence, gave hopeful and filtered data. • Information did not flow upwards• “You need to run quicker”

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Identify apparent problem

2. Wrong vision and misbalance• "innovation first", instead of the customer first• I am the best

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Identify apparent problem

3. Inefficient recruitment process at upper-level• Ex-CEO of Nokia Jorma Ollila & Stephen Elop • Meego sytem

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Seek and analyze the causeWe realised • Distrust• Dishonesty • Misbalance • The inefficient in the recruitment process

Caused by lack of trust among Nokia staff.

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Define the real problem

“The lack of trust is the main problem behind Nokia’s failure”

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Alternative solution – Option 1

1. The possible solution could be lower the hierarchy Because • Fear • Communicate • Understand • Effectively implement objective, goals, and vision.

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Alternative solution – Option 2

2. Another solution may be transformational leadership Because • Rigid goals• Organizational boundaries• Lack of motivation and engagement• No shared vision

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Alternative solution – Option 3

3. Hiring a right leader BecauseThe success of the team is on the hand of the leader.

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Alternative solution – Option 4

4. Trust buildingFrom the above consequences, we find that there is no trust relation among the staff of Nokia. They can build trust through better commitment and communication among themselves.

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Selecting The Best OptionThe best solution may be trust building. Because:• No follow-through• Disrespect• Lack of personal

creditability• Secretive

communication• Micromanagement and

selective decision making

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Step

Task People who implement

Start End

1 Choose right leader Board of directorsCEOHR

March 1 May 31

2 Meeting of top managers Board of directorsCEO

March 1 March 5

3 Hire trainer develop self-awareness, self-management, confidence, and trust for managers

CEO, top mangers March 5 May 30

4 Building personal & professional trust

CEO, top managers, middle-managers, supervisors

March 15

On going

Planning - Must be within a year

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Hire a

right leade

r

Plan

Screen

Interview

Evaluate

Re-Evaluat

e

90 days

HR

competitors

Personal

resources

Behavior

based questio

n

Future situatio

n questio

nFuture situatio

n questio

n

EQ questio

n

Criteria:Self-

awarenessSelf-

regulationMotivationEmpathy

Social skill

Criteria:Self-

awarenessSelf-regulation

MotivationEmpathy

Social skill

OrientationCore message

RotationIncremental

learningProbation feedback

SMARTGoals

19Meeti

ng

Plan

Send email

Agenda

Meeting

Send a meeting summary

email

SMARTGoals

20Hire train

er

Plan Class learni

ng

Practicing

Evaluating

SMARTGoals

Role-play

Performance review

Feedback

21Buildi

ng trust

Plan

Weekly conversatio

n

Face to face

respect

open

SMARTGoals

Gather feedbac

k Do what we say

Show people

the results

Evaluate through Survey

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