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29/09/2008 Mali Mahalingam [email_address] Building, Leading & Sustaining a High Performance Team NASSCOM EMERGEOUT Concla...
<ul><li>Emerging Companies </li></ul><ul><ul><li>Fleas & Elephants </li></ul></ul><ul><ul><li>Be sure about the Choices </...
Your Attention please!
Emerging Co: You Know When You Work for One!
Characteristics of Fleas (& not Elephants)* <ul><li>Idea & Passion driven </li></ul><ul><li>“ Chaordic” in nature (thanks ...
Be Clear about the Choices! Source:  360*  The Ashridge Journal – Spring 2007
Task of Leadership Strategy Engagement Execution Resources Value
Leadership Characteristics to look for <ul><li>Blend of “Functionality & Vitality” (Make Your Company a Talent Factory – H...
Building the Team is like Bridging the Dream <ul><li>Get the leadership team right, right upfront! </li></ul><ul><li>Hire ...
Employee Engagement : Reality Check!
Engagement Conumdrum <ul><li>Models & Frameworks: Consultants are deeply engaged! </li></ul><ul><li>Best Practices !!??!! ...
Retaining Talent <ul><li>Distributed Leadership  </li></ul><ul><li>Linkage to the Superordinate goal </li></ul><ul><li>Qua...
Career Focus as a Retention tool <ul><li>Development Path </li></ul><ul><li>Development Focus </li></ul><ul><li>Support </...
In the Final Analysis…. “  If you don’t take care of your people, someone else will ! ” “ What matters to people is feelin...
<ul><li>Thank you for your time </li></ul><ul><li>Presented by: </li></ul><ul><li>C. Mahalingam </li></ul><ul><li>EVP & Ch...
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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

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