The document provides information about a consultancy project conducted for Lotus's, a Thai retail chain. It includes: - Details of 4 group members assigned to the project. - A background of Lotus's including its establishment in Thailand and acquisition by Tesco. - An introduction to the project leader Areeya Manathat including her role and departments. - A SWOT analysis of Lotus's identifying strengths, weaknesses, opportunities, and threats. - An overview of Accenture's five elements of responsible leadership methodology used for consultation. - Identification of issues like technology advancement and cultural differences as the problem statements. - The objectives of evaluating issues using 5W

1. Responsible
Leadership
Consultancy
B U B 4 0 6 3 N L e a d e r s h i p

2. Members
2
Wong Yin Ling
0205636
Tan Yi Zhen
0206359
Ahkyin Nar Yint Yint Tun
0197598
Thitinun Lekkla
0206114

3. Company’s Background
3
● Lotus’s is a Thai retail chain owned by the Charoen
Pokphand (CP) Group, having operations in Malaysia
since 2020.
● The first outlet in Thailand was opened in 1994 by the
Charoen Pokphand (CP) Group at Seacon Square,
Bangkok. Tesco acquired a share in 1998 to become
“Tesco Lotus”.
● In 2003, CP Group divested the majority of its Tesco
Lotus holdings.
H

4. Introduce
Leader
Name: Areeya Manathat
Age: 23 years old
Current position: a Senior Business
Development Executive
Departments: Marketing and Store
Operation
4

5. SWOT Analysis
5
STRENGTHS
• For middle- and lower-class income
(majority of the population)
• Scan and shop app
• Lots of branches, easy access by costumers
• Online grocery shopping
• Have company which sells telecom, phone
services and other gadgets
WEAKNESSES
• Adapting to the sudden change from
western to eastern culture
• Difficult for low educated employees
• Headquarter work 24/7
OPPORTUNITIES
• Ownership of CP is very
controversial/ monopolising
• Adapting to changes from offline to
online
THREATS

6. Consultation Methodology
6
Accenture’s
Five
Elements of
Responsible
Leadership
model
Interviews and
Questionnaire
Quantitative
and
Qualitative
Research

7. Problem Statement
7
Technology
Advancement
Cultural Differences
Leadership Skills
Leadership
Model/Style

8. Problem Objective
8
● Conduct a consultancy project.
● Evaluate the issues by using 5W1H
method.
● The report will cover the he issues
such as organizational structure
design, sales and marketing and
others.
● Propose recommendation and
limitation on the issues discussed.
● Address the issue of complexity in
the working culture.
● Challenges in communication of
the mission and purpose.
● Challenge in value creating to the
society.

9. Stakeholder Inclusion
Safeguarding trust and positive impact
for all by standing in the shoes of
diverse stakeholders when making
decisions, and fostering an inclusive
environment
St
STAKEHOLDER
INCLUSION
1

10. 10
Stakeholder Inclusion
* Trust the
employee
* Open discussion
* Listen to
employee
* Transform
employee to share
their thought
* Clubcard Loyalty
Program
* Conduct Survey
* Maintain
financial stability
* Maximise the
return on
investment

11. 11
Stakeholder Inclusion
* Sustainable
Sourcing
* Affordable Price
* Social Good
* Climate
Resilience
* Net Zero Carbon
* Zaro Food Waste
Program
* Reduce operating
cost
* Increase revenue

12. 12
Stakeholder Inclusion
Who are stakeholders?
How important of each
stakeholder?
Does stakeholder include non-
traditional and diverse interest?
Does Lotus’s understand their
impact on stakeholder?

13. Emotion & Intuition
Unlocking commitment and creativity by being truly
human, showing compassion, humility and
openness.
Em
EMOTION &
INTUITION
1

14. 14
Emotion & Intuition
• Encourage open discussions
• Open minded
• Encourage sharing of opinions
• However, most of the team
members are shy to voice up
• Less participation rate
• Demonstrate humility
• Leader Self-awareness
• Appreciating other’s strength
and contribution
• Openness to new ideas and
feedbacks.

15. 15
Emotion & Intuition
• Encourage 2 ways
communication instead of
commands.
• Practice active listen to the
responds.
• Constantly seek for
feedbacks.
• Apply relational leadership
style

16. 16
Emotion & Intuition
• Humility having dark side on
the leader as well.
• Work-to-family conflict through
emotional exhaustion.
• Employee take it for granted.

17. Mission & Purpose
Advancing common goals by inspiring a shared
vision of sustainable prosperity for the
organization and its stakeholders.
Mi
MISSION &
PURPOSE
1

18. 18
Mission & Purpose
• Always ensure that the teams are
align with the organization
direction.
• However, there is difficulty in
advancing the common goals due
to departments cultural .
• Lack of effective communication.
• Seldom communicate and
advance the common goals for
the stakeholders.

19. 19
Mission & Purpose
• Effective communication of
Lotus’s mission and purpose.
• How their daily tasks align with
the organization's mission and
purpose.
• Communicate by explaining the
tension between what the
organization's current situation is
and what it will be in the future.
• Communicate the mission and
purpose of the organization to its
stakeholders.

20. 20
Mission & Purpose
• Diversities and numbers of
stakeholders.
• Standard valuation that is able to
judge the importance level of each
stakeholder.

21. Technology & Insight
Creating new organizational and societal
value by innovating responsibly with
emerging technology.

22. • Jobs: promote local
skills & empolyment
for all
• Support the growth
of responsible local
business
• Social: Foster
healthier, safer and
more resilient
communities
• Environment:
Cleaner, greener
spaces, sustainable
procurement &
safeguarding the
planet
• Believes in using
technology to make
shopping easier,
faster and efficient
• Rated only 3/10 for
creating “new
societal vlaue by
responsible
innovation with
emerging
technologies”
22
RECOMMENDATIONS
L I M I T A T I O N S
FINDINGS
• Ms Areeya’s position
and involvement
mostly revolves
around marketing
and store operation,
thus may not be apart
of the corporate
social responsibilty
(CSR) sector of the
business
• Changing
expectations &
realities
LIMITATIONS

23. Intellect & Insight
Finding ever-improving paths
to success by embracing
continuous learning and
knowledge exchange

24. 24
F I N D I N G S RECOMMENDATIONS L I M I T A T I O N S
• 9/10 of both questions
(the highest)
• The firm supports
employees with many
seminars, workshops,
and “CP Podcast” for
employees to get
some inspiration.
• Encourage others
especially her
subordinators to share
out their ideas or give
opinions to the
organization.
• Her attitude towards
this element is full of
confidence in herself
and her organization
so, it’s difficult to
provide her the
consultancy for this
part.

25. Conclusion
25
To balance the five elements, leaders must first
genuinely understand themselves and recognize that no one is
flawless. Miss Areeya, in our case study, assessed herself using
the offered survey (Form A). The results showed that the
Mission & Purpose factor received the lowest marks, while
Intellect & insight received the best values.
However, this does not imply that she should focus
solely on the lowest aspect or stop pursuing the highest one.
Since the world never stops revolving around itself, leaders must
balance the five elements of responsible leadership
(Accenture,2020).
H

26. Q & A
Session
26