WINNING
STRATEGIES
The mantras are
narrated below:
-
Selecting the best: i.e. employing the right people especially at senior
positions, having a positive attitude, the ability to inspire others and the
potential to grow and assume higher responsibilities for contributing to the
success of the organisation. ‘Superior talent will be tomorrow’s prime source of
competitive advantages, we bet on people, not strategies’.
-Agile organisation: i.e. being able to take the changing scenario in
its stride. A ‘High Speed’ culture enables an organisation to be more sensitive
to its goals and objectives while taking into account the demand of the existing
business department.
“Speed has to be inbuilt in the
organisation’
-Be small but look
big: Globalisation is
erasing boundaries and building a network between nations and people. So, flat structure and adaptive
people shall be the slogans of the next millennium and this could be done
through out-sourcing secondary functions and by giving emphasis to and
strengthening core competencies to boost up profit and future growth and build a
strong reputation of the organisation in the corporate
world.
-Investment in people: Human Resource in an organisation is its most renewable
source.
The
key issue should be optimum utilisation of intellectual capital and to
capitalise the creativity and talent available by giving due recognition to
those who have made exemplary efforts in implementing improvements and creating
innovations.
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A
big strength of GE (General Electric) lies in its mastery in motivating people.
GE’s CEO, Jack Welch, himself reviews the performance of the Co.’s top 3,000 managers every year and suggests the
desired changes, thanks them, and takes note of their family
crises.
So,
to be successful, organisations need Managers who are “ Loving & Caring” and
are employee- oriented.
-Culture of learning and adaptability: New and innovative concepts are to be continuously
learnt and adapted in the organisations. By applying the latest and the best
management practices and also by leveraging the knowledge of employees as well
as database/ archives, an organisation could gain a significant competitive
advantage
A closer interface/ interaction between Industry and Academic Institutions has immense potential to benefit
both.
This has been corroborated by
HDFC Chairman- Deepak Parekh when he says: “The real advantage one company has over
another in a highly competitive and
‘information- sensitive’ economy, is the ability of its managers to learn
faster than its competitors”.
-Synergy of resources is possible only when the team is integrated and the
team can only be integrated when the team members share different thoughts and
actions together.
The
key to success is the optimum utilisation of resources, infrastructure and human
capital and this can be done through skill tracking.
“Challenge is how to trap the organisation’s hidden
wealth which means full utilisation of its human
competencies”
Some companies like DR. Reddy’s laboratories and
Crompton Greaves are already putting their human capital into the asset part of
their balance sheet.
The second section,
titled ‘Dynamics of Success’ is devoted to the importance of
change and adaptability and unleashes the entire strategy of success. The phrase
of ‘Dynamics of Success’ is narrated
letter by letter in this section
D : Develop new generation
business leaders who through their talent can bring about
the metamorphosis from the
existing state to the desired state. Leadership is
the foundation of sustained profitability.
Y: Young talent should be encouraged to give a
fresh look to the organisation and also
to blend the past experience with
future enthusiasm to achieve the future goals.
N : Need for “ Knowledge Management” to regain
the edge. Successful companies will
be the
ones that will best do the job of capturing, storing and leveraging what their
employees know. ‘ Knowledge will be the new currency of the
Millennium’.
A: Adopt and adapt to a flexi system by
switching over to flexible timings and
adaptation to new technology to make the
managers’ life easier.
M : Make individuals a part of the Vision and
the Objective of the company
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“People perform better when the organisational goals are
aligned with the individual interest.”
I : Interface between the industries and various
academic institutions to make good use
of genuine and innovative ideas of
professional institutes for achieving excellence
C : Concentration on ‘Competency Development’ to
ensure survival of contemporary business
S: Shifting the attitude from Control to
Support and giving the highest value to humanity- treating people with
the fullest dignity and in a humane manner.
O : Openness so as to ensure a paradigm shift in
the organisational culture and environment along with free flow of information
and knowledge through interactive forums.
F : Focus on Excellence in All Spheres
ranging from customers’ needs, customer service, customer retention– it is very imperative for
today’s managers to maintain their competitive edge.
S
: Self
motivation - ensure that people working in the organisations are motivated and
inspired enough to be fit and to excel in work, and let them feel that
opportunities never come to those who wait-
they are captured by those who attack.
U
: Utilising
the vast potential that lies dormant within each individual. Most of the
individuals do not realise their hidden potential, which is to be tapped by a
good leader
C :
Continuous
Improvement Process.
“ Success is
not achieved by luck or fate, it is achieved only when an individual takes a
decision to succeed with a clear goal
followed by persistent action.”
C : Creativity
– It is an organisational necessity - because it helps the organisation
to come up with improved productivity and higher consumer satisfaction, which is
the goal of every dynamic organisation.
“
Creative Solutions Need Creative Minds”
E : Effective
Leadership and Participation – always makes a winning, unbeatable and result
oriented team. Hence, thrust should be given to developing effective leadership
, not only at the top level, but also at the middle management level and the
floor level.
S : Sensitive
to New Business Environment- revolution in IT and new business processes have
made business more responsive, less time consuming, effective and
productive.
S : Success – “
Success is a journey and not a destination”- To be successful we have to follow
the very spirit of all the narrations made above and also to adapt to changes as
has been revealed by Theodore Livitt in the article “ Marketing Myopia” when he states that every major industry was once a growth
industry……… In the case of industries with declining growth, the reason of
failure was not always a saturated market, rather it was due to failure of the
management to adapt to the impending change.
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The third section, on
“Motivation for Enhancing Employee Morale”, emphasises the role of organisation
in developing individuals as self starters to enable them to set their own goals
and accomplish them within the prescribed time. The role of business is not only
to make good quality products, make profits and serve the customer well but it
is also necessary to keep the internal customers i.e. employees, satisfied,
inspired and motivated.
“Unsatisfied
employees can never satisfy external customers”
It
is true that people work for money but they do need love, care, praise and
recognition/ appreciation to go that extra mile. They want tangible proof that
someone really cares about the job they do and reward is just a symbol of that.
So,
identifying the strengths of individuals and spotting talent in them; Carrier
Planning and Career Growth; Celebrating Success at every milestone; Competency
Development etc. are some of the issues that are to be taken care of for the
healthy growth of the organisation.
‘The seemingly
under average employees could turn out to be the distinguished ones, if their
area of strength is recognised and channelised, so as to match job assignment
and also to make them feel that the superiors are consciously caring for their
career and any suggestions for improvement are communicated for their own
good.’
The fourth section –“Developing Goal Managers in a Cross Cultural
Environment”-
reflects the significance of Global Managers in the globalised environment
who through
‘Orientation to the global market’ and
‘Developing a Universally Acceptable Working Culture Ability’, are able to meet
the expectations of the foreign counterparts to answer the questions related to some critical issues,
ranging from impact of competitiveness to
being late entrant, to chances of
profitable growth, to their fitness in the new culture generated by the new
international business scenario
……
“ A Winning
Manager is the one with winning ways across the globe”
The fifth section, titled
‘Speaking to Influence’ spells an effective strategy for developing the art of
communication and presentation and starts with
a quote :
“ Mostly people
are good at what to say but poor at how to say”
which has been very adeptly supported by a situation
where a presentation is to be made to a foreign collaborator. The manager is
ready with perfect data and slides but he is thoroughly confused, nervous and his body language
indicates that he wants to get over with the presentation as soon as possible
and when the show is over , it creates such a weak/ poor impression that the
foreign collaborators refuses to enter into any deal with the company.
“ All communications serve both, a practical purpose as
well as an inspirational purpose. Make your communication both”
The sixth and the last
Section – “Coping With Executive Stress” is devoted to the first and
foremost priority of our lives i.e. managing stress in our personal as well as
professional lives. Stress is the most
frequently used word in the workplace today. Long
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working hours, overload,
deadline pressure, execessive touring, and no time for family leading to
domestic disharmony are a few of the top stresses which executives of today are
complaining about.
This section dwells in detail about
the sources and consequences of
stress .
Sources of
stress, ranging from the tension of the past to the anxiety of future, can be
broadly classified into
:
External Sources – uncertain future, tyrannical
superiors, unreasonable targets etc.
Self- generated stress
- confused priorities, poor time management, emotional immaturity,
incompatibility with spouse and/or superiors and colleagues
etc.
We
should not ignore stress because it may be just the beginning of a long drawn
battle with a problem related to stress such as
restlessness, sleeplessness, frustration etc..
These long drawn
consequences of stress may ultimately lead to acute depression and domestic
disharmony if not treated timely because
“when under stress , an individual experiences symptoms
which are not normal to his behaviour
So to ELIMINATE STRESS for SUCCESS
·
treat your family as the
foundation for your success because it is the pillar of strength in your lives
·
develop your subordinates
because if you make others winners, you are already a
winner.
·
Keep refreshing surroundings
because a healthy ambience helps a person to be cheerful, relaxed and away from
stress
·
Plan the work and decide
priorities ,understand constraints to accomplish your job successfully, and
enjoy the success
·
Be self reliant and
independent to make yourself ready for hiccups which may arise due to
organisational changes like downsizing, retrenchment or unexpected increase in
work load etc.
Stress is not always harmful. In the right amount,
stress helps in making a person stay alert, reflexive and proactive. But an
effort has to be made by the individual and the organisation as a whole to
reduce the stress by mutual setting of goals, regular feedback etc. because -
‘If you look for the positive things in the life , you will find
them’.
Ultimately, never forget :
“If you want harmony in your country, you must
have harmony in your society, you must have harmony in your family and you must
have harmony in yourself.”
(A
quote by Confucious)
