Infosys Leadership Ppt

Leadership Development –Infosys Experience.

CII Conference – 27th Sep. 2008

Infosys Leadership Institute 2

LeadershipLeaders are invisible but an

essential element of any successful venture

If you look at the history of any successful company or country and you will see the impact of inspired leadership

Leadership can lift a company/country to

unimaginable heights and absence of leadership can sink

companies/countries


Can I learn to be an effective leader?

The oldest (and perhaps the most meaningless) debate is “are leaders born or are they made?”

It is meaningless because the truth lies somewhere in between. In any case, one can (and needs) to learn to be a good leader.


Leadership demystified

Leadership in the end is all about your own evolution as an individual

Gandhi is an outstanding example of an apparent failure rising to great heights subsequently



Leadership Parameters

In a business organization context, there are hard and soft parameters that a leader needs to master. Expertise parameters need to be established for hard skills

Organizations need to adopt a portfolio approach towards the hard skills of leadership. No single individual can master all the skills at a high level


Leadership Development at Infosys

Beliefs, Approaches and Processes


Beliefs• Leadership Development must drive the creation of a

leadership funnel at different levels of the organization

• Leadership Development must be centred around the individual

• Leadership Development must be rooted in the organizational context

• Development can happen through multiple methods – there is no single magic mantra that will work for everybody or across time

• Executive commitment is key to leadership development


Leadership Development Model

Drive leadership development based on identified leadership requirements

Business Leaders and Leaders of Business enabling functions

Members who can occupy Tier-1 positions in 3-5 years

Members who can occupy Tier-2 positions in 3-5 years

Drive development through individual Personal Development Plans (PDP) - design services specific for each tier and, where required, for each identified member in this journey


Competency framework

Reworked competency framework last year to• Consciously align to strategy• Disaggregate different levels of abstraction and usage

Types of Leadershipand associated

behavioral outcomes

Practices

Traits

eg. Talent Leader:Creates a culture of empowerment

– indicators of performance

eg. Coaching- Areas to focus on

for development

eg. Empathy- Indicators of potential

Used for leadership selection

Business Outcomes

Predictor for

Predictor for


Leaders vs Managers

Leaders Managers

Creates a new order Maintains existing order

Defines Risks De-risks

Opportunity focused Resource focused

Comfort in Ambiguity Comfort in Clarity

Opportunity Centric Constraint Centric

Big picture oriented Detail Oriented

Innovative Adaptive

© Subroto Bagchi (Mind tree Consulting - Essence of Leadership- 2004)



Proj Engr Mgr Dir VP Pres

Three Sets of Responsibilities & Skill Sets

100

0

% of Time/Value Added

Technical

ManagerialPlan, Organize, Staff, Direct and Control

Leadership - Anticipate changes in the larger business environment- Develop customer driven innovative growth strategies- Build and sustain an innovation & performance culture

LeadershipManagerialTechnical

© Madan Birla


Humility Creativity

Tenacity Execution is everything

Ability to go against flow Vision and Innovation

Facilitate Planned Abandonment

Negotiate Create Simultaneity

Articulate Create Content

Understand Business issues Work with more competent people

Detachment / Egolessness Ability to engage

Tough ExpectationsRecognise create and address larger constituents

Personal Discipline Balance EQ / IQ

Scalability Network

Ability to take difficult decisions with speed Ability to seek help

Leadership – The changing ParadigmConventional Emerging


The Leadership Competencies

•Focus on outcomesFocus on the future

Focus on ‘what’ rather than ‘how’Focus on portfolio approach to leadership

•Strategic Leadership is about unique positioning•Change Leadership is about changing the context •Talent Leadership is about creating a top quality leadership team that is globally best in class in that particular area•Operational Leadership is about achieving high degrees of efficiency and productivity•Relationship/Networking leadership is about developing, maintaining and leveraging long-term internal and external relationships/networks•Content Leadership is about thought leadership•Transition Leadership is about acquiring and integrating new lines of business•Adversity Leadership is about managing crisis •Entrepreneurial Leadership is about taking ownership for business outcomes


Thank You

Documents

Infosys Leadership Ppt