If you are facing a challenge-look further

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 to choose appropriate methodology

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

The process of discovery to change

Identify your true-selfYour team wants toSee the real you

Nurture their growth and you will grow

Your team demands your attention

Your performance will scale new heights

Coach your team member

The most expensive and precious resource at your disposal- don’t waste

Manage your time

If you need to increase productivity

Learn to delegate and empower

You cant play safe always

Take courageous decision

Please contactSid BhattacharjeePhone +919960595489

Email : Sid.Bhattacharjee@gmail.com

https://in.linkedin.com/in/siddharthabhattacharjee