Development & Business results are interlinked comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. InspireOne provides complete leadership development solution for your company.
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
Developing Leaders Through a Structured Leadership Development ProgramWong Yew Yip
Many organizations realize the importance of effective leadership to enable an organization to achieve its vision, mission and strategic objectives and to make the organization successful. These organizations place high priority on the training and development of their leaders at various levels and embark on leadership development programs.
Unfortunately, many organizations go for the so-called "quick wins" by conducting a 2-5 days leadership development program, believing this will solve their leadership issues and booster business performance. These organizations have got to be realistic as it is just impossible to develop and turn people into instant effective leaders in 2-5 days.
To develop effective leaders, a Structured Leadership Development Program is needed with a proper process and blueprint for implementation, the duration of which could be at least 6 months.
5 Ways to Build a Better Leadership Development Program | Webinar 12.04.14BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
www.bizlibrary.com
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
More and more CEOS are retaining executive coaches. Unfortunately, there are still too many who do not. My proven approach to coaching CEOS is described in this PDF presentation.
"Coaching in Asia: The First Decade" is the definitive guide to the principles and practices of empowering personal and organisational change.
Whether you're a manager or coach, living in Asia, Europe or elsewhere, Coaching in Asia is packed with case studies and coaching approaches to help you develop greater effectiveness. Each chapter is drawn from the firsthand expertise of a diverse group of coaches working in China, India, Indonesia, Singapore, Thailand, Japan, Hong Kong, and beyond.
Coaching is a global phenomenon that is best wrapped in cultural nuances. Coaching in Asia offers expert guidance on what has been done and more importantly, what is working. It will provide you with the ideas, methods, and practices to enable you to live out your leadership potential and be an agent of change for the good of the world.
The Book is available at leading bookstores across Asia Pacific and also on Amazon.com
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
3 Leadership Frameworks are presented (Leadership Styles; Authentic Leadership; and Cynefin) with applications on to 4 different leaders bearing in mind coaching within the 3 domains of leadership (the challenge leaders need to tackle; the context leaders operate in; and what the leaders bring into the equation).
Youtube presentation: http://www.youtube.com/watch?v=r-NI5jyzX7U
This was my assignment in my Leadership and Organisational Coaching module.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
Highly renowned companies are realizing the effectiveness of coaching in achieving their goals. Major corporations from a variety of sectors, including IBM, Nike, Verizon and Coca-Cola Enterprises, have turned to coaching to increase employee satisfaction, improve output and strengthen their bottom lines. Learn more at coachfederation.org.
Cracking The Leadership Pipeline Development Strategy CodeWorkforce Group
Knowing how to build a leadership pipeline is, of course, the biggest challenge that business leaders face today.
Therefore, planning the business’s future and getting the right people with the right attitude and skills is important.
Establishing a strong leadership pipeline requires an ongoing investment of time and energy. But when built properly, it’s more than worth the cost. A strong leadership pipeline is a talent magnet. It standardises development efforts, motivates employees, and fosters a long-term commitment to the organisation.
In this deck, you’ll learn how organisations can develop leadership at every level by identifying future leaders, assessing their potential, planning their development, and measuring their results.
You’ll also learn;
Understand the concept of a leadership pipeline and its significance in organisational success.
The strategies for developing an effective leadership development pipeline
Importance of a leadership pipeline in achieving long-term organisational goals
The leadership pipeline model.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
How to Build a Business Case and Measure the Effects of Leadership Developmen...Human Capital Media
Leadership development is essential to successfully navigate at today’s business speed. This webinar will offer practical and credible advice on how to construct a business case to substantiate leadership development initiatives and measure the effects. Development of your leaders can have big payoff in terms of revenue generation and organizational risk mitigation, but how will you know if you’ve been successful if you don’t have a formal plan and strategy to evaluate impact? Join us for an insightful webinar by one of the industry’s leading authorities on measurement and analytics, Jeffrey Berk, COO of KnowledgeAdvisors.
Learning objectives:
Developing the business case for a leadership development initiative.
Defining the leadership development measurement strategy to evaluate impact.
Identifying what analytics are important.
Communicating the results of leadership development investments to executives.
More and more CEOS are retaining executive coaches. Unfortunately, there are still too many who do not. My proven approach to coaching CEOS is described in this PDF presentation.
"Coaching in Asia: The First Decade" is the definitive guide to the principles and practices of empowering personal and organisational change.
Whether you're a manager or coach, living in Asia, Europe or elsewhere, Coaching in Asia is packed with case studies and coaching approaches to help you develop greater effectiveness. Each chapter is drawn from the firsthand expertise of a diverse group of coaches working in China, India, Indonesia, Singapore, Thailand, Japan, Hong Kong, and beyond.
Coaching is a global phenomenon that is best wrapped in cultural nuances. Coaching in Asia offers expert guidance on what has been done and more importantly, what is working. It will provide you with the ideas, methods, and practices to enable you to live out your leadership potential and be an agent of change for the good of the world.
The Book is available at leading bookstores across Asia Pacific and also on Amazon.com
Tatva Leadership : Our Leadership development program in Pune are designed specifically to advance the leadership capabilities of senior executives and help them assume a broader role within their organizations. Leadership Training in Pune provides leadership development for Senior Management, Middle Management, and Women Leaders.
Keynote-Leadership Development for Getting Things Done: Ted Abernathy, Managing Partner, Economic Leadership. Presented ate the Women's Economic Development Network 2017
3 Leadership Frameworks are presented (Leadership Styles; Authentic Leadership; and Cynefin) with applications on to 4 different leaders bearing in mind coaching within the 3 domains of leadership (the challenge leaders need to tackle; the context leaders operate in; and what the leaders bring into the equation).
Youtube presentation: http://www.youtube.com/watch?v=r-NI5jyzX7U
This was my assignment in my Leadership and Organisational Coaching module.
iDesign X 2015: Designing for PerformanceCon Sotidis
iDesignX Conference - 25 Feb 2015
Presentation focusing on the importance of Performance Consulting and Business Alignment when designing learning interventions.
Continuous Performance Management: How To Make It WorkJosh Bersin
The new world of continuous performance management has arrived. In this presentation we show the 7 practices and give some examples of how to implement this important new management and HR model.
Highly renowned companies are realizing the effectiveness of coaching in achieving their goals. Major corporations from a variety of sectors, including IBM, Nike, Verizon and Coca-Cola Enterprises, have turned to coaching to increase employee satisfaction, improve output and strengthen their bottom lines. Learn more at coachfederation.org.
Cracking The Leadership Pipeline Development Strategy CodeWorkforce Group
Knowing how to build a leadership pipeline is, of course, the biggest challenge that business leaders face today.
Therefore, planning the business’s future and getting the right people with the right attitude and skills is important.
Establishing a strong leadership pipeline requires an ongoing investment of time and energy. But when built properly, it’s more than worth the cost. A strong leadership pipeline is a talent magnet. It standardises development efforts, motivates employees, and fosters a long-term commitment to the organisation.
In this deck, you’ll learn how organisations can develop leadership at every level by identifying future leaders, assessing their potential, planning their development, and measuring their results.
You’ll also learn;
Understand the concept of a leadership pipeline and its significance in organisational success.
The strategies for developing an effective leadership development pipeline
Importance of a leadership pipeline in achieving long-term organisational goals
The leadership pipeline model.
How to Unlock the Hidden Value in Your Emerging Leaders | Webinar 12.23.15BizLibrary
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
Best Practices for Developing Your Emerging LeadersBizLibrary
In this webinar, Jeremy Lieb of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program | Webinar 06.09.15BizLibrary
Leadership remains the top human capital concern. Poor leadership practices costs companies millions of dollars each year by negatively impacting employee retention, customer satisfaction and overall employee productivity.
In this webinar we'll provide four leadership development best practices that meet challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
www.bizlibrary.com
How to Unlock the Hidden Value in Your Emerging Leaders | WebinarBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Among the key challenges many employers face:
They don’t have strategic level initiatives in place to capture and retain the knowledge that’s about to leave
They don’t have replacement talent ready to step into leadership as these roles open up
They can’t engage and retain early career talent long enough to fill leadership roles
What if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this program, Chris Osborn of BizLibrary will discuss the most effective ways to give your most promising workers the tools and skills they to advance their careers. You’ll learn how to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others.
Best Practices for Developing Your Emerging LeadersBizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 ways to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Readalong slides used in the Inspired Leadership information session for potential partners, prospects and clients.
Get in touch: angela.del@inspiredleadership.world
The work of HR part two the flow ofinformation and work.docxchristalgrieg
The work of HR part two: the flow of
information and work
Harnessing
the power
of corporate
culture
STRATEGIC COMMENTARY
Laurent Jaquenoud
e-HR
Employee self-service at RDF
HOW TO...
Integrate corporate culture and
employee engagement
PRACTITIONER PROFILE
Julie Bass, Groupama
METRICS
Rating intellectual capital
HR AT WORK
Tailored recognition at Lloyds TSB
Asset Finance
HR AT WORK
Transport for London’s
non-traditional training
REWARDS
Communicating employee
recognition at MDOT
RESEARCH AND RESULTS
Effective recruiting tied to stronger
financial results
September/October 2005
Volume 4, Issue 6
PAGE 20
DEPARTMENTS
Ethics and strategy innovation at Citigroup
How O2 built the business case for
engagement
Creating a business-focused IT function
Developing leaders for a sustainable
global society
Defining the strategic agenda for HR
FEATURES
by Dave Ulrich and Wayne Brockbank
32 Volume 4 Issue 6 September/October 2005
VER THE PAST DECADE, increasing
focus has been placed on the role that
businesses can – and should – play in
contributing to a sustainable global society.
Failure to face up to these challenges has significant costs.
Increasingly, a firm’s long-term competitiveness is
dependent on how creatively and adroitly its leaders
manage at the intersection of financial, social and
environmental objectives.
Responsibility for assuring that leaders at all levels in
the firm are ready to meet these rising expectations is
widely shared throughout the corporation, but HR
professionals, particularly those responsible for leadership
development, can be at the forefront of the effort.
To be in this vanguard, leadership development
experts must reflect on two critical questions: What
kind of leader is called for? And how do we develop
individuals with these capabilities? Since 1999 the
Aspen Institute’s Business and Society Program has
been convening experts in leadership development
from academic institutions, corporations and
professional service firms around the world, inviting
them to share insights on these questions. This article
details what we have learned so far from conversations
with these leading thinkers.
A new model for business leadership
If we are now expecting businesses to operate with a
longer-term view that takes social and environmental
impacts into account, we need a new model of
leadership to achieve that result. Typically, “new
model” leaders:
• are able to span boundaries, listen to diverse
constituencies and be willing to be altered by any of
these inputs;
• have the courage to make tough decisions in a way
that acknowledges the often conflicting
values/expectations of these constituencies;
• are enriched, not overwhelmed, by complexity and
diversity;
• build a team that is stronger than its individual parts;
• see the firm in a larger context, considering social and
environmental issues beyond the corporation’s gates;
• move beyond solving specific problems or addressing
particular needs ...
Business Acumen 5.0 for Sustainable Competitive AdvantagesSeta Wicaksana
Two-thirds of corporate executives believe a lack of business skills or business acumen inhibits their company from meeting strategic priorities. It was established that most strategic plans fail to achieve their strategic goals due to the turbulent changes that exist in the global market today. Since most of the failures in the strategic process occur at the execution stage it is increasingly important that managers at all levels learn how to implement these vital plans while maneuvering through the changes that occur as a result of the dynamics of the markets.
In An organization of high business acumen individuals can expect to see leaders with a heightened perspective that translates into an ability to inspire and excite the organization to achieve its full strategic potential. As your leadership responsibilities expand, so does your need to understand the impact of every decision on the strategic and financial goals of your organization. That's why business acumen—an intuitive sense of how the moving parts of a company work together to create profit —is indispensable.
Leadership Beyond Titles: How Development Programs Foster Growth.pptxcapivisgroup
Credentials can be quite significant in the context of leadership and management consulting NC. CEOs, supervisors, team leaders, and managers all have titles that indicate specific responsibilities. True leadership, however, goes far beyond formal positions. Leadership is the capacity to inspire people and push an organization or a group ahead by offering insight and setting an example. Leadership programs play a crucial role in nurturing these characteristics while encouraging development.
Global CEOs have recently said leadership development is their number one concern. Why is leadership development such a challenge? Many organizations spend too much on training that does not produce behavior change. Coaching can produce behavior change, but without comprehensive assessment, coaching can be quite inefficient and can produce the wrong behaviors. The most cost-effective leadership development programs integrate assessment, blended learning, and coaching.
In difficult times it is the people with leadership skills who can
engage all around them to create success; as success becomes harder to achieve so the demand for more such capable leaders inevitably grows. Brenda Hales of Team Animation discusses the phenomenon, assisted by Donnie MacNicol.
Similar to Leadership Development Process - InspireOne - Redefining Learning Journeys (20)
Leadership and Organization Development - InspireOneInspireone
InspireOne is a leading consulting firm with nearly two decades of experience in offering organizational and leadership development solutions. We strongly believe that unparalleled success can be achieved when organizations are able to transform their most valuable asset - their human capital - to or organizational capability
Systemic Approach to Cultural Transformation - InspireOneInspireone
One common element that stands out in successful cultural transformation stories is the systemic approach that organizations have adopted to transform their cultures. InspireOne's Culture Transformation solutions are designed around the 5-box model which is values signals , skills , structure, systems that brings tangible and sustainable results.
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Big data helps bust the top three myths of employee engagement and leadership. This report has used big data to shed new light on some commonly held beliefs
Leadership and Employee Engagement - InspireOneInspireone
Employee engagement is an organizational imperative. InspireOne's evidence-based research shows that organizations with a more engaged workforce consistently outperform their competitors. If your employees are motivated and willing to put in extra effort, your organization can benefit from improved bottom line business results.
Leadership Assessment - Guide Railing Your Talent Path - InspireOneInspireone
A strong holistic leadership assessment process is
the backbone of a sustainable leadership pipeline
and consistently shows a more accurate prediction
of likely job performance
In this report we reveal the state of engagement in the world today. We will discuss how different contexts, from the macro- to the microlevel,can effect employee engagement.
Leadership and Employee Engagement in Tomorrow Organization - InspireOneInspireone
When employees are engaged they lead more fulfilling and rewarding lives. An engaged workforce and distinct leadership behavior can create more organizational succes.
Master O - Modern Learning - Introduction To MicroSkillsInspireone
Master-O provides a mobile-based learning experience that leverages microskills to make learning effective and enjoyable. By creating microskills that blend content with game design and behavioral science, Master-O ensures quick learning and enhanced retention and application on the job.
According to InspireOne’s experience of working with clients, best-in-class performance management systems ensure ongoing dialogue between manager and employees, and maintain a strong focus on coaching and on-the-job development, with the overarching objective of achieving organizational goals.
An understanding of return on investment (ROI) on employee enables an organization to strategically align the efforts prioritized for its human capital management initiatives to those that can have the most influence on the performance outcomes.
Employee engagement surveys have grown in acceptance in the last 10
years because organizations believe they can leverage employee
engagement for higher employee retention, greater customer
satisfaction and improved financial performance.
It is time to conduct a “reset” exercise and put employee
engagement back in its proper place and perspective. This paper
identifies five areas that our research has shown to be
potentially troublesome for companies - especially in terms of
helping them frame their expectations in the most reasonable,
realistic and productive ways. We have discussed them here to
help you understand the true power of aligning employee drives
and needs with those of your company
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
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Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
2. Background
With change being the only constant, no two
leadership situations are the same. While
organizations today realize the importance of right
leadership in driving success; they are unsure about
how to develop their potential talent.
This paper is built on our insights from client
experiences and hopefully comes as an aid to
organizations in designing learning journeys that
make a difference.
Finding the fulcrum
Leadership does not exist in a vacuum or within the
boundaries of an organization. Not only do
organizations get impacted by dynamic change but
also the increased turmoil coming from the need to
balance a number internal and external forces. Let’s
look at some of these alternate forces, additionally
impacting organizations today :
• A continuously evolving business environment,
creating unknown complexities and challenges,
and bringing with it a constant need within
organizations to simplify its processes and
systems.
• With the wheel turning from consumption to
experiential consumption, a need for
organizations to switch gears between profit
oriented business and business that is customer
responsive.
• Changing work profiles especially the millennial
who challenge the organizations with an
impatient requirement for individual growth while
organizations face challenges in balancing these
needs with organization priorities.
These above inconsistencies coupled with
competitive pressures calls for each organization to
re-design itself and - find its own fulcrum.
Towards the start of new decade, each organization
will struggle to find this unique point of balance,
and leadership who will both create it and lead
dynamic change towards this fulcrum.
The shifting wheel
In meeting the demands of the earlier described
context, organizations globally are moving from
standard processes and models to more agile
systems. However, the CEO is no longer comforted
only by models and processes, he demands the
right ’leader’ - ready & developed to take on
organizational complexities.
The good news is that, to meet the demand of the
changing environment and stakeholders like the
CEO, L&D strategies too are changing their
paradigms. We call this phenomena - The shifting
wheel.
Below we highlight few global trends in L&D which
are gaining sharper focus in organizations :
Global trends in L&D
®
Alternate forces impacting
organization today
Continuous evolving
business environment
Wheel turning from
consumption to
experiential consumption
Changing work profiles
A famous saying "Everything changes and nothing remains still .. ... you cannot step twice into
the same stream" - defines today's leadership development.
ACCELERATING
LEARNING
Training mindset
to Development
mindset
Competency
based program
to experience
based learning
Event based to
just in time
continuous
learning
Trainer lead to
technology
driven learning
Assessment to
development
3. • Potential development for emerging leaders is a
motivator. Leaders/participants feel more
engaged and empowered as a result of
understanding what needs to be developed and
how this would happen because of the
integrated approach the journey provides.
• Because of the adoption of the concept of
70:20:10 by organizations a more holistic and
effective development framework has come into
existence. Development focus has moved up
some notches.
However, equally, there are challenges that this
approach has brought.
®
Our experience of working with learning journeys
over the past 5 years
Since Indian organizations have been immersed in
scripting their growth stories for the past few years,
leadership development has followed as a natural
progression. In our experience, most organizations
fully understand that development is not just an
event and much more needs to be done to create
business results. Enter - leadership development
journeys, emanating from this understanding.
Looking back at our experience, the results of these
journeys has indeed been a mixed bag for
organizations, consulting partners and the
participant leaders themselves.
Some of the positive experiences are mentioned
below :
• Greater focus on assessments has brought more
data and better clarity around development gaps.
Challenges:
1. While all stakeholders understand the value & importance of leadership development, the focus given is
still not enough. Balancing the results in the here and now vs. the important but not urgent development
journeys, is no easy task for stakeholders, and even those leaders committed to their development find
their focus wavering.
2. Leadership development is real hard work. Besides the ecosystem support, it requires insightful
understanding of strengths & gaps by the participant leaders and a strong support through coaching to
build behaviors. The learning processes adopted by organizations are usually disjointed, based on “what
sells internally” and is easy to implement. The measures are loosely defined and focused on less
relevant things-eg feedback scores post workshops. Partly this is because it is hard to do harder things
in an already complicated world. And mostly, because it requires a shift in mindset & skill set of
stakeholders-always tough to accomplish. Companies and leaders who decide to embark on this journey
need to be prepared to work hard.
3. We spoke about disjointed processes earlier - Our experience is that one way that organizations respond
to leadership journeys is by looking at partners who are known & credible in their areas. These
“specialist” partners are great in their specific areas, but integrating the specific pieces together
becomes another big challenge, leading to a considerable loss of effectiveness.
4. Most organizations find it difficult to manage the 70% learning (70; 20; 10 principle). They lack skills to
link competencies to on - the - job business projects that are supported by effective learning structures.
Skill gaps in coaching further reduces the efficacy of leadership journeys especially where behavior
development is key.
5. Leadership behaviors of engaging in development process continues to be less visible particularly in not
so mature organizations where measurements/KPIs’ around “developing talent’ are not in place.
Obviously, such organizations have challenges in building a development culture.
6. For a participant leader, the consequence of a hard earned development has to be some movement -
firstly the changed behavior has to be acknowledged, next the insight of how this is of help in the current
role or future role has to be established. Most often, this is left to the individual to figure. It is no wonder
that the once motivated participant leader soon becomes a passive follower.
4. What then are the options that organizations have?
1. Development & Business results are interlinked
comprehensively. Unless business leaders &
HR/OD leaders don’t work together to create and
support this linkage, a virtual tug of war will pull
people in opposite directions. When reviewing
people processes, companies would do well to
link these strongly to business results.
2. OD/L&D functions need to build confidence in
their abilities to add value to business, constantly
build relevant skills, get out of their silos to work
shoulder to shoulder with business.
3. Build KPIs’ around developing people and ensure
that these are a part of every leader’s goal sheet.
Ensure skills of coaching & developing others is in
place and these are reviewed periodically. Create
space to learn.
4. Review Competency/Talent frameworks
periodically, so that the measurement &
development is happening in the right areas.
5. Most important is to build commitment. Take
small bites. Learning journeys are a must for
organizations - but sustaining them to get the
right results requires alignment, skills &
leadership behaviours. Keep at it - you would
arrive at desired results, slowly but surely.
®
Conclusion
Leadership development is not a choice. While
discussions for answering questions like - develop
for now/develop for future or develop all vs develop
potential leaders will carry on , the key point is that
organizations need to find their fulcrum, learn from
the past and embark on leadership development
journeys with clear measures around what will
create the most significant results. Combined with a
distinct approach & a design to deliver multiple
learning experiences organizations can hope to
accelerate leadership capital significantly.
Reference
• Rethink Your Leadership Development Strategy,
Neuroleadership Institute, Dr. David Rock
• How can organizations develop their leadership
capability?, IBM (February 2014)
We, hereby acknowledge the efforts of following individuals from InspireOne’s Leadership
Practice, for developing this report:
Mrs. Neeta Mohla
Head of Leadership Practice, InspireOne
Phone: 0124-4827232
Email: neetamohla@inspireone.in
Ms. Sadhvee Manocha
Management Trainee, Leadership Practice, InspireOne
Phone: 0124-4827223
Email: sadhveemanocha@inspireone.in
5. About InspireOne
We are a leading consulting firm offering
organizational and leadership development
solutions.
With nearly two decades of experience in the
consulting domain, we help organizations convert
their people and organizational capabilities into
corporate value. We want to see businesses
prosper.
We believe that the road to unparalleled success is
when organizations are able to convert their most
valuable asset- their human capital- to
organizational capability. That is why InspireOne
has united with a single purpose- of being the
preferred partner in helping organizations and
leaders grow by unleashing the optimal power and
potential of their people.
Our Partners
®
Our partners are leaders in their respective areas of expertise with years of researched know - how and
worldwide experience. Together, we catalyze and improve business performance by developing your most
valuable talent - your people.
For more information, please visit www.inspireone.in or email us at info@inspireone.in
Countries
Represented
Global
Partners
3
Professionals
Globally
2000 50
Number of
People Inspired
Clients
Worked With
100000
Global pioneer in Human Capital
Management solutions including
Employee Assessments,
Engagement Surveys & Talent
Development
World renowned expert in Sales
Development and Sales Force
Acquisition & Evaluation for
leading international businesses
Global leader in Organization
Development and Performance
Enhancement with over 40 years
of experience
250+