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| Direction & Strategy |
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| Leading & Mastering Change |
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Globalization of business is creating a lot of opportunities for the organisation. On the other hand, it also forces them to make striking changes in structure, design and processes and systems, to achieve market competitiveness and meet new challenges. No organisation is immune to the forces of new competitiveness within the industry which threatens their survival as well.
Whether the change is developmental, transitional or transformational, The challenge for the leadership is to envision a well considered change and then lead the people of the organisation to go through with it, with focus on the end result. The work force also needs to be prepared to battle their nerves and find new ways of conducting business. There is a definite need to understand the dynamics of change and learn the ways of overcoming its challenges.
Lotus Quest assists your leaders and their teams to understand the dynamics of change and identify ways to lead their people through it in a focused and effective way.
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| Key Learning Areas |
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Study changes affecting the industry & business environment |
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Understanding complexity & operating from clarity |
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Study dynamics of change |
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Identify areas needing change in the organisation |
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Assess and develop ability to lead and manage change |
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Function in a changing environment |
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| From Strategy to Implementation |
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Do your strategy making sessions create hope & energy or despair & frustration? Are your leaders able to see the big picture and the smaller details in it? Are your strategy formulating sessions structured or haphazard? Do your leaders come up with right conclusions or do you always approach consultants? Are they aligned with strategy during execution?
Organisations need to develop the capabilities of their leaders to enable formulation and execution of strategy within the context of specific business and organisational environment. Approach to this programme is based on understanding the current effectiveness of the organisation in the industry, and its competitive advantage.
This programme discusses nuts & bolts of strategy and enables your leaders step by step to reach the right conclusions, take the right decisions and plan accordingly.
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| Key Learning Areas |
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Develop Understanding of strategic concepts in context of current environment |
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Auditing external environment |
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Auditing organisation culture |
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Recognise People factors |
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Implementing strategy: creating realistic alternatives |
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From managing the present - to leading towards future |
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| Building Knowledge Intensive organisations |
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Processed Knowledge in an organisation is a force-multiplier which helps to improve business performance by strengthening organizational learning. It focuses on improving the quality of knowledge processing, by way of knowledge creation, storing, integration, and then being available to people whenever required. It enables innovation and provides immediate help to the people in emergency situations. Knowledge is a huge intellectual capital which keeps increasing every day, if the processes to manage it are efficient & continuous.
Lotus Quest analyses at this asset with your executives to identify effective ways to create, organise and offer right knowledge in real-time to their teams and facilitate business success.
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| Key Learning Areas |
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Understanding knowledge creation dynamics in an organisation |
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Learn use of effective KM tools |
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Integrate Knowledge in overall business strategy |
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Transform Knowledge management ability of the organisation |
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| Engaging & Retaining Top Talent |
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Growth in business brings in new challenges. One of the major challenges is attracting great talent and the other is to engage it. If the first two challenges are overcome effectively, it facilitates overcoming of the third challenge, retaining talent. For keeping the talent interested and excited, managers have to practice supportive leadership, create a performance culture and develop the people.
We spend a lot of time and effort to train our people in our own special ways of the organisation. So we know the cost of replacing people. The answer lies in effective engagement of people. Leaders who inspire and engage their people can achieve their goals more effectively that those who choose not to.
We work with your managers and leaders to understand what can engage our people and how do we achieve the challenge of retaining them.
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| Key Learning Areas |
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Understanding what drives our people |
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Recognising engagement |
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Foundations of effective engagement |
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Role of leaders in engaging people |
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| Cultural Due Diligence in Mergers & Acquisitions |
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We know that a company is being acquired when we find its employees desperately trying to locate new jobs, accepting salaries even below the existing level. This speaks of the fear people have whose companies are being acquired or merged. They fear being unceremoniously thrown out or being replaced by the acquiring company’s people. While the acquiring entity may be having the best intentions, the people do not know it and they flee in panic, leaving the merged organisation without their best people. Success rate of many M&A entities is not encouraging.
While standard due diligence includes audit of all tangible assets and knowledge, it does not tell us about the culture of the organisation being acquired. We also know that one of the top reasons of failure of a merger or acquisition is the failure in integration of cultures of both organisations. It takes more than a simple effort to know the culture of an organisation, and still more to assess the extent to which the culture of both can be integrated, for a successful M&A effort.
We help your managers analyse the risks while working out culture integration and find the ideal ways to integrate the people of both entities for achieving a completely integrated entity.
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| Key Learning Areas |
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Knowing the pain areas of Cultures |
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Identifying the strengths required to be retained |
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Noting the leadership, communication & work style of people |
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Identifying cultural gaps between the two which may impact integration |
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Setting up culture integration Teams and identifying common areas from where we can commence. |
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Leadership effort during integration |
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