Your SlideShare is downloading. ×
0
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Managing the critical asset - Shelly
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Managing the critical asset - Shelly

251

Published on

Published in: Business
0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
251
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
0
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Managing the critical Asset April 30 th 2010
  • 2. Entrepreneurship LOW Financial Equity Emotional Equity Sweat Equity Financial Equity Emotional Equity Sweat Equity INVESTOR FOUNDER EMPLOYEE CLIENT Financial Equity Emotional Equity Sweat Equity NIL NIL LOW HIGH LOW HIGH
  • 3. Roles… 20% 10% 50% 40%
  • 4. Getting in the door <ul><li>Sell the vision and then the ‘job’ </li></ul><ul><li>Job means ‘employability’ </li></ul><ul><li>Freedom of Choice </li></ul><ul><li>Canvas of creation </li></ul>
  • 5. Watch out while you hire <ul><li>Be clear of what are your “KINDS” </li></ul><ul><ul><li>Nothing beats like minded people </li></ul></ul><ul><ul><li>- No family </li></ul></ul><ul><ul><li>- Skewed work life balance </li></ul></ul><ul><ul><li>- No lifestyle jobs </li></ul></ul><ul><ul><li>- No Designation fixation </li></ul></ul>
  • 6. Inverted Pyramid view Sales Customer Management Delivery Human Resource Investor Leadership Team Customers Employees
  • 7. Energy Curve <ul><li>Drive Performance </li></ul><ul><li>Force Distribution </li></ul><ul><ul><li>Bottom performers need to perform or exit </li></ul></ul><ul><li>Moving up best performers faster </li></ul><ul><ul><li>Increases Retention </li></ul></ul><ul><li>Helps manage team structure </li></ul><ul><ul><li>Decreases compensation cost </li></ul></ul>Performance Unlikely Combination Leadership Engine, 10% Future Leaders, 5% Exit, 5% Borderline, 10% Get no comp inc The solid Performer, 70% D4 C4 B4 A4 D3 C3 B3 A3 D2 C2 B2 A2 D1 C1 B1 A1
  • 8. Some quick wins…… <ul><li>ESOPs for select levels </li></ul><ul><li>Next level roles to best performers </li></ul><ul><li>Loyalty is important but has to couple with performance </li></ul><ul><li>Look out for High Ownership & Low maintenance teams </li></ul><ul><li>BE EXPLICIT about expectations and </li></ul><ul><li>WALK THE TALK </li></ul>

×