How do we build significant changes for better performance of the business?
An organisation’s future depends on Senior executive’s abilities to ideate and implement crucial strategies. Invest your attention to the coach and align your senior management team.
The Sales Head’s job is to meet people’s business goals and expectations from time to time.
That needs a good combination of high EQ coupled with a Strategic Mindset.
The objective is to make performance appraisals reach their desired goals, with higher levels of acceptance and effectiveness.
Sensitising the business impact of the appraisal process is crucial for “Buying in” of the entire performance management system.
How do we build stronger and better partnerships?
Do you want ease in doing business?
You would always need partners who can enable our business. Businesses constantly require honing capabilities to build and strengthen relationships.
And, Partnerships have a “life” of their own. Even if everything is functioning well in a partnership, it does so within a given context and for a given business situation.
What kind of sales team do we need for the current times?
How do we build significant changes for better performance of the business?
An organisation’s future depends on senior executives’ abilities to ideate and implements crucial strategies. Invest your attention to the coach and align your senior management team.
Professional etiquette is critical for individual development and organisational growth in a fast-paced corporate world.
Time, Involvement and energy are needed to develop the basics of Professionalism across the layers of the organisation.
If we don’t develop life skills in the formative years of a professional career, these don’t get corrected and become a roadblock to career growth.
OD projects are a mix of training, coaching, one-on-one sessions, inspirational meet-ups, project works, etc. The goal is to create an urgency, focused on change. When starting an OD project, business leaders anticipate the challenges and opportunities and then use them to build roadmaps. OD projects help train people and turn goals into achievable milestones. For example, when preparing for a cricket world, the team needs a lot of interventions – to set a regime, build strength
and mindset, and bring on their A-game. To make the team winning-ready there has to be efforts borne by both the coach and the team. The case is similar for businesses. OD is focused on building future readiness systematically, which helps methodically build action points to avoid missing a timeline for achieving a goal.
Groval Selectia’s OD workshops are highly practical in nature. They are designed to help leaders realize the personal benefits they can gain from OD projects. Groval Selectia also helps organizations identify individuals who have potential to grow personally and along with the organization’s business goals. It is a well-designed combination of strategic thought leadership and emotional intelligence – the key factors that enable growth. When they join Groval Selectia’s workshops, founders and leaders come with a high level of expectations. Our experts have experience in managing domestic and international organizations and help set their goals straight. Many organizations lack the awareness of inculcating OD in their DNA. Our workshops help instill a sense of pragmatism in the way they strategize growth.
Our coaches take a dab at understanding the cultural aspect, the dreams, and the goals of the organization in question. There are a few questions that need to be answered – where does the organization stand right now? Why do they behave the way they do? What is their foundation? What are their long-term and short-term goals? It helps us understand the unique challenges of an organization, its processes, the mindset of the people, its strengths and weaknesses, its USPs, and the organization’s behavior as a whole. A lot of audit and understanding goes into the process. OD aims to build accountability, awareness, and the desire to build something strong. Groval Selectia nurtures it all. We act as a catalyst to meet the criteria set for the organization’s growth. We identify the right people and take them on a journey of growth with a role that suits them best.
The metrics depend on the functions of the participating leaders. OD is a cross-cultural program and so are its metrics. In a scientifically designed OD project, the Objectives and Key Results (OKR) are curated to meet different perspectives that are propagated within the organizations. The metrics are based on the short-term and long-term goals of the organizations. For example, if the project is based on customer success, the metrics would be recovering X number of lost customers in Y months. In the sales project, it could be building X% additional revenue from key accounts. The metrics need to be chosen carefully and sharply designed to enable business success. These parameters need to be measured monthly.
OD projects focus on holistic development of senior leaders such as founders, CEOs and business leaders, that is key in ensuring optimum performance. OD projects help them develop. Without the right level of nudging and guidance, expecting individuals to give their 100% can lead to disappointment in both the short term and the long term. Many organizations tend to delay the objective of investing in building capabilities. In such cases, fulfilling business objectives takes a backseat. It is important to remember that OD is not a luxury, it is a need.
While OD continues to be timeless and has remained relevant for decades, there are several disruptions in the modern business landscape. From political unrest to technological innovations, manpower-related issues to growing aspirations among the workforce, high competition, and endless opportunities – all of these increase the need for OD in businesses. These factors have increased the need for a systematic review of business and cultural aspects. Organizations need to build their priorities and instil a sense of accountability among their employees. OD plays a key role in helping build a holistic approach towards growth and success.
Every organization has a different culture. Their demography, geography, and socio-economic understanding play a very important role in differentiating the strategies for OD projects. In the Indian context, cultural nuances play a huge role in determining the approach. The techniques and methods in OD that work for Northern state-based organizations are not remotely the same as the other parts of the country, for example. Similarly, the OD approach that is a success in the European countries has no guarantee of being a success in the Southeast Asian parts of the world. When it comes to determining the approach, we have to treat every organization as an individual. Each of their complications and behavior patterns is different from the other one. In a crux, every OD project needs to be treated with a different approach. However, the fundamentals remain the same.
Some of the common beliefs around OD are:
However, the truth is different. OD cannot be treated as a result. It helps generate efforts that are key in generating the desired results. The hope of compelling everyone to change is impractical. What OD encourages is to use the learnings to mix into the organizational culture and slowly include everyone in it. OD is not the building, it is the foundation that encourages growth and development. OD isn’t the end, it is a means, a catalyst. The speed in which the leaders will be able to witness the success of the projects depend solely on the dreams and goals of the key stakeholders.
