Report for TATA STEEL—NOAMUNDI 
By DISSOLVE THE BOX 
August’14
DISSOLVE THE BOX 
 OVERVIEW 
 OBJECTIVE 
 APPRECIATION 
 OBSERVATION & PROBLEM IDENTIFICATION 
 WHY WE CONCLUDE SO! 
...
Why we conclude so ? 
Instance 1 
“I have failed to make this con- glomerate truly open, flat and transparent” - Ratan Tat...
 Management and union issues are because of lack of social skills from both sides. This makes the organi- zational cultur...
VILLAINS identified by the participants of Noamundi 
1. I am my own Villain 
2. My attitude (Fear of fail- ure, senior-jun...
Is the organization operating to its full potential? 
The answer is a big NO! Tata Steel cannot really work towards inclus...
EXECUTION PLAN 
We can improve the work culture through the following steps: 
1. Spread the idea of internal freedom. Show...
PARTICIPANT’S FEEDBACK 
The topics are relevant to my work 
I had a new learning from this program 
The course material pr...
DISSOLVE THE BOX 
Faculty’s responsiveness to queries 
The case studies & examples discussed by faculty were helpful in un...
DISSOLVE THE BOX 
Overall Effectiveness of the program 
PARTICIPANT’S FEEDBACK (OVERALL AVERAGE FEEDBACK - 4.7/5 OR 94%) 
...
Topics which the participants found most relevant and useful 
Indicate the topics that you did not find useful 
Suggestion...
GATEWAY 1: MY TRAPS 
This graph shows the pres- ence of all 5 villains which affects the freedom to live, grow, lead, crea...
GATEWAY 3: GOLFCUP ANALYSIS 
The green area repre- sents the GOLFCUP pa- rameters and Discrimina- tion. More the green ar-...
A Report by 
DISSOLVE THE BOX 
santoshdtb@gmail.com santosh@dissolvethebox.com 
+91-9031730990
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DTB Noamundi Report

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Providing individuals & organisation the Freedom to ‘Live, Grow, Lead, Create & Act’

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DTB Noamundi Report

  1. 1. Report for TATA STEEL—NOAMUNDI By DISSOLVE THE BOX August’14
  2. 2. DISSOLVE THE BOX  OVERVIEW  OBJECTIVE  APPRECIATION  OBSERVATION & PROBLEM IDENTIFICATION  WHY WE CONCLUDE SO!  THE BIG QUESTION  VALUE PROPOSITION  EXECUTION PLAN  PARTICIPANT’S FEEDBACK  FREEDOM GATEWAY RESULTS DTB SOLUTIONS OVERVIEW Session at TATA STEEL— NOAMUNDI (OMQ) Date: 4th - 5th August’14 We are thankful to the TATA Management at ‘Noamundi’ & TMDC for introducing the idea of ‘Dissolving the Box’ to a pilot group of people from various background in the management cadre. Provide individuals & organisation the Freedom to ‘Live, Grow, Lead, Create & Act’ OBJECTIVE We really appreciate the efforts being taken by the GM, Chiefs and other officers of the management cadre to provide leadership, set new standards for inclusive and sustainable growth of all stakeholders and bridge the of- ficer-worker gap. But to convert it really into results and to scale it up in all other aspects of life and work across the organization, we believe ’Dissolve the Box’ will be able to play a very vital role. APPRECIATION
  3. 3. Why we conclude so ? Instance 1 “I have failed to make this con- glomerate truly open, flat and transparent” - Ratan Tata (at the time of retiring as a Chairman) In the session we tried to con- vince the participants that if they won’t free themselves from the Gang of 5 internal villains they won’t be able to make this conglomerate truly open, trans- parent and flat. OBSERVATION & PROBLEM IDENTIFICATION We interacted with 23 officers for 2 days and our findings are:  There is a lot of energy waiting to be tapped and channelized. The officers fail to realise their real objective in life and work. Money at present is their key driving force, making their objective and means narrow and self-centric.  This does not allow them to really ‘Live, Grow, Lead, Create and Act’.  The participants need to be more aligned to the ac- tual TATA mission and vision. Their individual objectives usually override organizational objectives, leading to unwanted complications at work like de-motivation, lack of passion or labour turnover.  For most of them the relationship between colleagues, seniors and subordinates are not deep and lasting. Their social skills need to be worked upon bringing a positive effect on their team, family and society. DISSOLVE THE BOX Instance 2 Tata Steel Punch line  We also make steel  Values stronger than steel Through the session we made them realise the actual objec- tive. We made them believe that “your objective is not to make steel only. But through Steel you are providing solutions to address the pain of the people so that they become really “happy”. From this basic objective “quality, affordability, innova- tion, passion, and customer centric approach are all driven. We need to “evolve continu- ously”.
  4. 4.  Management and union issues are because of lack of social skills from both sides. This makes the organi- zational culture less productive leading to process leakages, constraints, limitations, wastages and so on, increasing the cost of production thereby affecting the top-line and the bottom-line.  The root cause of all the above issues is: The partici- pants are trapped by the Gang of 5 internal villains called LFEAD. The participants are not really free. They have low coping mechanism and they react to situations.  Innovation and creativity is an area where huge impact can be created if the participants are mentored properly.  Productivity can be increased if they are freed from their mental slavery. Succumbing to constraints or underperformance is the new normal. Instance 3 The balloon game also revealed the thought patterns through which we think and be- have. This game was for fun but as situation gets tougher and emotionally charged we tend to behave in a more self- centred fashion. This showed how we narrowly define the problem and how this narrow definition affects our objectives and means.
  5. 5. VILLAINS identified by the participants of Noamundi 1. I am my own Villain 2. My attitude (Fear of fail- ure, senior-junior issues, procrastination, nega- tive approach) 3. Not thought of LIST OF PROBLEMS IDENTIFIED BY THE PARTICIPANTS:  Personal Problems: 1. Relationship issues with parents and wife, concern for kids future 2. Not able to communicate and mingle with people 3. Unable to fulfill aspirations  Professional Problem: 1. Work pressure is very high, fail to handle tough situa- tions 2. Boss and subordinate issues, unable to motivate juniors, not able to handle superiors. 3. Nature of monotonous work  Social Problems: 1. Not able to do much for the society 2. Corruption and other abuses (rape, suicide, dowry) 3. Society is crooked DISSOLVE THE BOX
  6. 6. Is the organization operating to its full potential? The answer is a big NO! Tata Steel cannot really work towards inclusive and sustainable growth with the Gang of 5 internal villains (LFEAD) holding them back. The gap we want to bridge is huge. The top three Gaps we want to bridge is 1. We want to set the employees free from their internal villains called LFEAD. This will demolish all the walls that hamper growth. The employees will become true leaders to lead the organization even in tough times. From mental slavery we want them to be free. 2. The employees will upgrade themselves from reaction to action and this will lead to huge value addition for the organization in terms of cost reduction, profit gen- eration, identifying constraints, wastages and ad- dressing them intelligently for responsible growth. 3. We will align individual objectives to organizational objectives so that the focus and priorities are not misplaced. This will improve organizational culture and make it more fertile. DISSOLVE THE BOX VALUE PROPOSITION THE BIG QUESTION ?
  7. 7. EXECUTION PLAN We can improve the work culture through the following steps: 1. Spread the idea of internal freedom. Show practically how Gang of 5 internal villains are holding them back by creating walls all around the organization. This can be done through 2 days session for the entire organization. (Many participants have de- sired this in writing) 2. We will have to commit ourselves for this real freedom to live, grow, lead, create, act and communicate it through different channels and mediums like posters, mails and we have many more innovative ways to connect to people. 3. Identify the Freedom Ambassadors who will drive this movement deep into the work stations. 4. Small wins in day-to-day work will provide the initial buy-in and the employees will get motivated to apply it in their work and life. 5. We can measure the change through the tool called GOLFCUP and learn from our experience to create a steep learning curve. 6. Motivate the employees for bigger wins and encourage them to move to the next level of excellence. Identify the constraints themselves and address them. This will be very empowering. 7. Make “freedom to learn and excel” the organizational culture and set standards for the rest. Note: The detailed execution plan can be designed based on your requirements and the degree of implementations. Execution timelines and other details can be worked out after further discussions. DISSOLVE THE BOX
  8. 8. PARTICIPANT’S FEEDBACK The topics are relevant to my work I had a new learning from this program The course material provided was helpful in understanding and grasping the key concepts Subject matter covered meets my expectation
  9. 9. DISSOLVE THE BOX Faculty’s responsiveness to queries The case studies & examples discussed by faculty were helpful in understanding the key concepts PARTICIPANT’S FEEDBACK Faculty’s presentation & communication skills
  10. 10. DISSOLVE THE BOX Overall Effectiveness of the program PARTICIPANT’S FEEDBACK (OVERALL AVERAGE FEEDBACK - 4.7/5 OR 94%) Overall Quality of delivery by Faculty
  11. 11. Topics which the participants found most relevant and useful Indicate the topics that you did not find useful Suggestions DISSOLVE THE BOX General outcome of the programme REACTIONNAIRE FROM PARTICIPANTS 1. LFEAD 2. DTB Process 3. All Topics 4. Tools 1. It should cover 100% of the people 2. It should be made a way of life at Tata Steel 3. It should be conducted time to time to measure change 4. 2 day seems inadequate, can be increased up to 7 days. 5. Great demand for individual assessment 6. It should be conducted outside premises 1. “For real benefits, ‘Dissolving the Boxes’ is very relevant.” 2. “Without DTB, the real benefits from TQM, TOC, and other strategies is getting lost” 1. NIL
  12. 12. GATEWAY 1: MY TRAPS This graph shows the pres- ence of all 5 villains which affects the freedom to live, grow, lead, create and act. We cannot fight suppress or ignore them. The only way out is to dis- solve them. Higher the level of green area, high- er is the strength of the internal villains and lower is the ‘Internal freedom’. DISSOLVE THE BOX GATEWAY 2: FRUSTRATION CURVE The participants experience frustration and this is meas- ured by the difference be- tween cravings (shown in green) and achievement (shown in blue). More is the frustration more are the leaders fragile and con- fused. We have shown ways to address them. FREEDOM GATEWAY RESULTS FRUSTRATION CURVE Level of Frustration
  13. 13. GATEWAY 3: GOLFCUP ANALYSIS The green area repre- sents the GOLFCUP pa- rameters and Discrimina- tion. More the green ar- ea for GOLFCUP, better it is as it shows high capa- bility in action. Lower the green area for Discrimi- nation, lower is the dis- crimination you face. There is a huge scope of improvement in the above parameters which we call GOLFCUP. DISSOLVE THE BOX GATEWAY 4: LIFESTYLE QUOTIENT The X axis shows the in- volvement with life and work and the Y axis repre- sents fear. Top left quad- rant shows underperformer, top right shows materialist, bottom left shows sage and bottom right shows Univer- salists which is the desired position we must be in. There is a huge scope of improvement and the gap that needs to be bridged is from the blue ball repre- senting where the partici- pants are, to the bottom right point. FREEDOM GATEWAYS Gap
  14. 14. A Report by DISSOLVE THE BOX santoshdtb@gmail.com santosh@dissolvethebox.com +91-9031730990

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