LEADERSHIP ACCOUNTABILITY CAN TURN AROUND CULTURE AS KEY DIFFERENTIATOR
About The
Company
| SECTOR | Infrastructure Manufacturing |
|---|---|
| SCALE | 5000+ Employees |
| GEOGRAPHY | Indian MNC |
| DURATION | 18-24 months |
The
Challenge
A Leading organization in the Infrastructure & Manufacturing space was growing fast as opportunities for Innovative work in the space grew. They grew across locations, were drawing Technical & other Talent from across including the Armed Forces & winning large Government contracts.
The Group trajectory and opportunities in the pipeline looked great – even as the feedback voice from employees grew significantly
- Not only was it becoming a challenge to attract & retain good Talent, conversions of offers began taking a hit as the Employer Brand seemed to dissuade Good Talent at entry levels to join
- Attracting & Retaining good Talent at the Mid and Senior Levels was also becoming a challenge
- The reasons ranged from poor living conditions at locations to having to bear with command & control Leaders who did not bring connect & conversations for engagement
- Working in Silos across locations and by and large experiencing dull environment at work was a common experience
- The annual E-sat across were the lowest among group companies – a significant 15 points lower than the group average. This triggered a sense of hopelessness and concern for the need to drive Change
- Some of the Talent practices & programs like the PMS or other Talent Hiring required to be upgraded so initially there was a debate between improving some of these practices vs a full blown Company-wide Change agenda!!
The
Approach
Diagnose
Design
Deploy
Sustain
The
Approach
Diagnose
Capstone People Consulting was invited to share an approach given the challenges and were soon awarded the assignment. Given the contemporary and robust approach to not only enhance Employee experience but to generate momentum for Building Culture as a Differentiator through Leadership Accountability and to build a sustainable architecture for Change.
Capstone’s Proprietary Discovery process constituting one-on-ones, Group Conversations and surveys yielded meaningful data to make some sharp decisions on our multi-pronged approach that became the differentiator for the Agility with which the organization responds to the Transformation exercise
The
Approach
Design
The Design constituted –
- Leadership Development anchored in the MHS EQ-i to build High EQ Leadership through Coaching. Also through a Leadership Learning session that included contemporary Frameworks for building New Economy Mindsets & Skillsets
- The outcomes of the early exercise was to create a Culture Charter to hold Leaders accountable to the most desirable behaviours, so all could emulate certain philosophies and well-articulated behaviours that would help build a Differentiated Culture
The
Approach
Deploy
Deploy involved executing the Leadership Capability building through –
- Culture Charter cascade exercises and Mid-management Group Coaching
- Creating Task forces around Key Themes to build momentum for Change – like Culture, Collaboration & Talent
- There were Leaders identified to be Champions for different segments of the Culture Charter to build momentum for Change…
- The Leadership Capability building continued
The
Approach
Sustain
Sustain involved regular reviews on the progress of Task forces
- Two Group Coaching to keep the Learning curve steep
- Slowly Employee Feedback on the ground changed
- There was palpably more conversations & engagement through the various ground level activities to build momentum around the promise of the Culture Charter
- The Task forces were doing a good job involving Teams to work on the Action agendas to enable Change… the outcome of this was very positive given the acknowledgement for Change and the intention through the actions
- Focus and Collaboration between Teams improved the resolve for Co-operating to win key assignments and execute difficult tasks together
- Attrition & Retention of Talent also improved dramatically
Faculty
Review
