why managers struggle ?
TRANSCRIPT
29% Leadership Capability Gap as a measure of preparedness in India– Deloitte Human Capital Trend 2014
15% to 17% leadership positions will remain unfilled in India top 500 companies by 2017 - Booz and Co 2013 forecast
89% of leaders in India are worriedabout the quality of future leaders – Hay Group Survey.
74% of the respondents believe that they have hired graduates with deficient people skills due to lack of choice – Hay Group Survey
70% of Indian Managers create de-motivating environment – Hay Research BS Apr 2013
4 out of 5 employees in India are not engaged – Gallup 2013
59% of Indian employees want to leave current job – Randstad HR changes 2015
65% of are looking for change to advance career. – Randstad HR changes 2015
50% of employees view excessive workload as stress – unclear expectation, poor teamwork - Towers Watson 2014 Global Workforce study
Teachings accounts for 67% of boss's effect on employees productivity –Kathryn L Shaw Stanford Professor of Economics
Engaged employees achieve 3 times more margins
- Towers Watson 2012
Top Retention Drivers –why employees stay in existing jobs - Towers Watson 2014
- Good Opportunity for growth 64%- Good work life balance 51%- Flexible work Options 41%- Competitive Salary 37%
GOALS:
• Grow business profitably
• Execute strategy
CHALLENGES:
• High performance and productivity
• Reporting Managers alignment and engagement
• Rolling out changes
• Managing matrix relationships
• Complex environment
WHAT CAN HELP:
• Make it easy to manage people
• Build effective people leadership
GOALS:
• Staffing and Productivity
• Improving C SAT scores
• Client retention and growth
CHALLENGES:
• Team performance – team cohesion
• Managing Changes
• Uneven team capability
• Upward flow and escalation
• Information overload
WHAT CAN HELP:
• Flexible people management
• Developing team capability
GOALS:
• Provide expertise
CHALLENGES:
• Manage internal and external stakeholders - divergence
• Navigate political relationship
• Influencing without authority
• Getting priority from others
WHAT CAN HELP:
• Strategic framework for managing relationships
• Win – Win engagement
• Building interpersonal authority
How do we change fast enough to stay relevant in a turbulent world? AGILE
How do we innovate boldly enough to stay ahead of our competitors? INNOVATIVE
How do we create an organisation where people are able and willing to do their best work? ENGAGING
TR
AD
ITIO
NA
L
LIBERAL
Hybrid
Rules
Flexible
Context DecidesThis
Allow room forunderstanding the situation inhand
1. Be a good coach2. Empower your team and don't micromanage3. Express interest in team members' success
and personal well-being4. Don't be a sissy: Be productive and
results-oriented5. Be a good communicator and listen to your
team6. Help your employees with career development7. Have a clear vision and strategy for the team8. Have key technical skills so you can help
advise the team.
Source Google Project OxygenReported by Adam Bryant NY Times 12.03.2011
Please contactSid BhattacharjeePhone +919960595489
Email : [email protected]
https://in.linkedin.com/in/siddharthabhattacharjee