Laws Of Motion - Aditya Yadav

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Laws Of Motion - Aditya Yadav

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Laws Of Motion - Aditya Yadav

  1. 1. “Running an Agile Fortune 500 Company”Aditya Yadav, aditya.yadav@gmail.comin.linkedin.com/in/adityayadav76*
  2. 2. **A Typical Global Company*Fortune 500/1000*200 Divisions*40 Countries*25000 Employees
  3. 3. @ Acme Inc.*
  4. 4. **Original Question “How do we increaseEmployee Loyalty, Stability and Performance”*The Correct Question - “Loyalty and Stabilityare Manufacturing concepts brought into theGold Worker Organizations. In knowledge workPerformance is not a function of Loyalty orStability but mostly rather an inverse functionof Loyalty and Stability and a direct function ofIdea’s and Innovation. Allow me to elaborate?”
  5. 5. And The Philosophy Behind The Answer*
  6. 6. ** Today, people in their 20s change jobs every two years. Thisfrustrates employers, who say, “Why should I hire someone who isgoing to leave? I need someone who is loyal.”* At the same time, employees look at the work they are given and say,“How can I spend my days doing work that doesn’t mean anything tome?”* Today - “Loyalty as a function of time is a dated idea”* It is said – “Today employees are more Loyal to their Profession thanto their Employers”* Unemployment rate amongst College Grads was 2% in 2007. They arelooking for meaningful work, and ways to express their passion* The result of employee loyalty for the organization is reduced staffturnover, fewer hours spent on training new staff, and a stableworkplace where relationships are forged over time. (Which is aLegacy Manager’s Cost Perspective to the whole issue)
  7. 7. ** The Entire Concept of Loyalty and Stability has been taken fromWhite Collar Workers Managing Blue Collar Workers in Manufacturing* The entire concept is Fallacious when applied to Gold Collar Workers* Gold Collar workers Control the source of production and Contain itEntirely Inside Their Heads* The Concept of Stability and Loyalty needs to be Shot Down which isexactly what we will do in a bit* You can try to resist it but you will never ever succeed. Its best youlook at the right way of doing things, which also benefit yourorganization tremendously and should have been done in the firstplace.* But before that Some Lessons From History
  8. 8. ** The Silicon Valley is known as an Economic Hub of Innovation* How did it get there?* Rampant Mobility of Employees across Companies* Employees worked in Organizations to build pathbreaking products and services and then movedsomewhere else and did that over and over again. And they were very highly motivated, they lived theirpassion and enjoyed their work and delivered their best which in most cases was way better thananyone anywhere in the world could probably hope for.* There were little of no Restrictive Clauses on the Contracts on almost every company in the SiliconValley.* When Organizations contributed to the Innovation Ecosystem they were in they benefitted 10x more inreturn from the Ecosystem in terms of Innovation. Organizations in the other parts of the world Play Usagainst everyone else which Includes Other Companies, Employees and the Entire Ecosystem in General.* Today companies are more concerned about locking in Employees with all sorts of restrictive clauses inthe contract* Which leads to all companies trying everything to retain their best talent (which obviously never works)and letting the trash (???) get out to other companies* Rule: In the game of Innovation the Ecosystem matters the most. The ground rules in the Ecosystemsmatter even more.
  9. 9. ** The Academia has no concept of Loyalty* Rather it’s the perfect example of Innovation based on Rapid Mobility(aka Attrition)* Bachelor’s move out in 4 years. Masters Students in 2 and Ph.D.’s in4-5* Rule: Not Everyone leaves at the same time. People who stay whensomeone else moves out act as Anchors* And yet our Universities beat almost any Corporate R&D Division interms of Innovation* Rule: The Foundation of Innovation is Idea’s. When people come inthey bring their best idea’s and when they move out they leave thoseidea’s behind* Dormant Ideas Surface up in new contexts and when bounced off newpeople
  10. 10. ** The Manager’s perspective of [Training] Cost due to Attrition is the worst perspective to have in a Gold Collar Organization* Rule: You don’t train humans you train dogs.* We should be abolishing all training departments in Knowledge Work anyway and concentrating on Mentoring and Coaching andCollaborative Decision Making and Learning.* We should focus almost completely on Collaboration and Learning* R’ber Prof Marvin Minsky @ Geniuses? Our geniuses are those people who learnt the best ways to learn and not who were spoonfed with Training. (Educated and not Trained)* Attrition costs an organization only if the Organization doesn’t have a Knowledge Sharing Ecosystem and Tools to capture, searchand share knowledge* Relationships don’t form over time if you are loyal. Relationships are everywhere, inside and outside the organization. Before youjoin, while you stay and after you leave. The argument of Relationships needing time to form in an organization is a Fallacy* The other cost of Attrition is when your Specialists leave and there is no replacement. Minimize all specializations and hiregeneralists except for the exact number and kind of Ph.D’s you need.* If your Organization thinks they are being very Smart by doing everything to prevent people from leaving. R’ber otherorganizations are doing exactly the same. The Ecosystem is suffering… The Systemic Innovation Level in the Ecosystem matters foreveryone’s success.* The issue of Passion and Meaningful work is addressed by Concepts of Management Minimalism and things mentioned in line #3above. And by not making an organization of Slaves building The Pyramid’s.* If your Organization cannot handle mobility it is reflection of its fragility and the amount of wrongs that exist and need to befixed.* Instead of spending an enormous time and effort in resisting mobility, organizations should spend time fixing things andcapitalizing on mobility
  11. 11. ** You don’t have to make any false promises to anyone, which you can’t keep. People don’t feelbetrayed. Honesty becomes possible in the Organization and Culture when the Organizational Functionsand Managers don’t have to lie all the time.* You have to minimize Specialization, which causes setbacks to the Organization when such people leavesuddenly.* Managers don’t spend all their time managing possible HR Contingencies and concentrate on Business(Hello!!! That’s what they should be doing)* You will need to enable Collaborative Decision Making and Learning.* You will probably abolish Training and Spoon Feeding in favour of Coaching and Mentoring* You will need to create Knowledge Sharing systems and Collaborative Tools and Systems.* Openness and Transparency will increase, breaking Silo’s* You will get motivated employees.* You will get ideas from everyone coming in and leaving it behind when they leave* Ideation, Cross Pollination will increase. Boosting Innovation tremendously.* And trust me all of that can only be Good for your Organization.* The reality is Motion and Mobility, Don’t Resist it. Accept it. Or else your organization is doomed.
  12. 12. *Aditya!!!

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