Retired IAS and former Chairman, SEBI, IDBI and UTI. Served as Joint Secretary in the banking division of the Ministry of Finance. Chairman of SEBI from 2005-2008. Assignments with the RBI where he earned the reputation of scripting the turnaround of three banks – Union Bank of India, Indian Bank and UCO Bank. Re-energized the future of two giant companies – UTI and IDBI. Currently, Chairman of IIM Trichy.
Seamless Communication Scripting the Vision Openness Empowerment Talent Management Recognition Ethical Governance Promoting Innovation Speedy Decision-Making Performance Orientation Restructuring and Role Clarification
Factors determining change communication process>STYLE- commanding, logical ,inspirational and supportive>CONVERAGE-How much to communicate? Confidentiality Vs. Openness>SOURCE-Who should communicate the change?>CHANNEL- Through which channel do we communicate the style- In-person or static medium or somewhere in between>TIMING- When should I communicate the change? Proactively before the change process or After I see disturbance among employees?What type of CHANGE>Task focused transition- short term task>Developmental transition- Involvement of all of the employees>Charismatic transition-emotional appeal>Turn Around transition- Organizational crisis
The Spray and Pray Strategy The Tell and Sell Strategy The Underscore and Explore Strategy The Identify and reply Strategy The withhold and uphold strategy Mr. Damodaran has used the supportive and inspirational style during the turn-around organizational transition, and the Underscore and Explore Strategy by not only showing openness in the change process but also letting employees create the organization mission and make de-centralized decisions.
Relationship to • TransparencyCommunication Skill as Director/CEO • Management of stakeholders. Communicationskills for engaging • Deal with people others in change • Issue Selling process Change Conversational • Seamless Communication Skills
• Restructuring and RoleRedesign Roles Clarification Redesign • RecognitionReward System • Performance Orientation Link SelectionDecisions to Change • Talent Management Objectives Encourage • Empowerment “Voluntary Acts of Initiative” • Promoting Innovation