High Performance Focus & Alignment Delivers Moonshot Goals!!
About The
Company
| SECTOR | Fin-Tech Digital Payments |
|---|---|
| SCALE | 4200 Employees |
| GEOGRAPHY | India |
| DURATION | 12 – 18 months |
The
Challenge
A leading Fintech Digital Payments company had evolved considerably over two decades to become a Market Leader in Digital Payments.
The year post the pandemic was marked by massive funding rounds, some critical acquisitions and an aggressive pivot into E-commerce infrastructure.
The problem was that Performance was being organically managed, highly dependent on an aggressive Sales Team. The requirement was to build a strong Performance process – especially managing Goals and building Accountability across Teams.
The challenge was interesting – a successful company and pioneering in many ways, which believed there was a lack of clarity and alignment across Teams that needed Performance to be
- Un-trapped
- Driving Sustainable Collaboration for Growth
- Where teams can articulate Outcomes rather than Inputs & Outputs for Performance
The
Approach
Diagnose
Design
Deploy
Sustain
The
Approach
Diagnose
Capstone’s proprietary Diagnosis Process involved meeting Leaders, Teams to understand Legacy processes & Thinking around Performance and Planning for Performance.
- We identified Impediments & Challenges within the system
- Identified levers for Change in an organization that was already successful in the market
- Worked with the Top Leadership & Functional Heads to identify opportunities for building momentum for OKRs.
The
Approach
Design
We decided on a 4-Prong Strategy
- To work with Leaders on the Strategic Pillars
- Get Leadership Teams to rally around to own the Pillars
- Identify & Clarify key Actions for that year that would enable Outcomes
- To get the whole organization to understand the philosophy & execution of OKRs
- Get Key Leaders to formulate clarity through the Pillars
The
Approach
Deploy
- We got the whole organization aligned around the Pillars for Strategy
- Business Leaders owned various Pillars and we co-created ground rules for focus & Change
- All created their OKRs – we took the KPIs across the Organization
- Execution was carefully monitored monthly/ quarterly
- All Teams took a few Moonshot Goals, mandatory to leverage opportunities, stretch
The
Approach
Sustain
The Capstone Team worked with the Top Leadership on Strategy Communication & Leadership OKRs on an offsite. The whole group worked on Key Elements on Culture for High Performance through an agreement on Focus, Alignment, Problem-Solving, Innovation, Customer-centricity, Technology, Collaboration to create an ecosystem to sustain High Performance.
All Mid and Frontline Teams were part of the OKR cascades, & KPI cascades for frontlines. The HPC Culture Cascades sessions were conducted for all, including New Employees.
The Rhythm for OKR reviews and Strategy alignment was created, and the clarity & Group working – iterations and re-iterations worked wonders…
The Teams remained naturally focused on Key Results & Outcomes, as a result of which an already successful organization streamlined its rhythm for Sustainable High-Performance year on year!
Faculty
Review
