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Building, Leading & Sustaining a High Performance Team - NASSCOM EMERGEOUT 2008
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Building, Leading & Sustaining a High Performance Team - NASSCOM EMERGEOUT 2008

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Building, Leading & Sustaining a High Performance Team

Building, Leading & Sustaining a High Performance Team

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  • 1. 29/09/2008 Mali Mahalingam [email_address] Building, Leading & Sustaining a High Performance Team NASSCOM EMERGEOUT Conclave - 2008
  • 2.
    • Emerging Companies
      • Fleas & Elephants
      • Be sure about the Choices
    • Building, leading & sustaining E Cos
      • Leader Characteristics
      • Building a Team
      • Engagement & Retention
    • Good News!
    What is up?
  • 3. Your Attention please!
  • 4. Emerging Co: You Know When You Work for One!
  • 5. Characteristics of Fleas (& not Elephants)*
    • Idea & Passion driven
    • “ Chaordic” in nature (thanks Dee Hock!)
    • Filled with like-minded enthusiasts, but diverse talents
    • Communication based on Trust & Empathy
    • Management theories: homemade, personal & experience
    • Cash flow & Hiring were kept a close eye on
    • Encouraged Experiment & Initiative
    • Shared Voyage of Discovery
    • * Source: The Elephant & The Flea by Charles Handy (2002)
  • 6. Be Clear about the Choices! Source: 360* The Ashridge Journal – Spring 2007
  • 7. Task of Leadership Strategy Engagement Execution Resources Value
  • 8. Leadership Characteristics to look for
    • Blend of “Functionality & Vitality” (Make Your Company a Talent Factory – HBR, June 2007)
    • Techno managerial
    • Share a vision & demonstrate abilities to build organizational capabilities
      • Accountablity & Execution
      • Collaboration
      • Shared mindset
      • Learning
    • Good understanding of group Formation & Development
    • Nurturant Task Orientation (JBP Sinha, 1980)
  • 9. Building the Team is like Bridging the Dream
    • Get the leadership team right, right upfront!
    • Hire for Cause: “ Hearti” culate the Vision
    • Players for the positions is key
    • Passion & Purpose before Pay & Perquisites
    • Employer Brand = Leaders’ Brand
  • 10. Employee Engagement : Reality Check!
  • 11. Engagement Conumdrum
    • Models & Frameworks: Consultants are deeply engaged!
    • Best Practices !!??!!
      • Nimbu Paani & Butter milk
      • Dating allowance & Wedding bureaus
      • Paternity leave
      • Chief Fun Officer
    • Should we hire Chief Dermatologist?
    • Dream Company :Yes; Retention : ????
  • 12. Retaining Talent
    • Distributed Leadership
    • Linkage to the Superordinate goal
    • Quality of Experience
    • Boutique approach to Total Rewards
    • Career Path: Ladders or Lattices?
  • 13. Career Focus as a Retention tool
    • Development Path
    • Development Focus
    • Support
    • Influence on Career
    • Connected Conversations
  • 14. In the Final Analysis…. “ If you don’t take care of your people, someone else will ! ” “ What matters to people is feeling that they have an impact, can use their talents and skills effectively, and have the support and attention of management ” Donald Lowman, Managing Director, Towers Perrin (Leaders’ Magazine, Inc )
  • 15.
    • Thank you for your time
    • Presented by:
    • C. Mahalingam
    • EVP & Chief People Officer
    • Symphony Services Corporation
    Good luck & Thank You !

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