Corporate success is unattainable without high motivation and a strong team effort. This ought to be the major focus of company leadership.

1. MOTIVATION
AND TEAM
BUILDING

2. A PRESENTATION
FOR FLEXITUFF
VENTURES
INTERNATIONAL LTD.

3. LECTURE
BY
MAJ GEN
NILENDRA
KUMAR
DIRECTOR
LEX CONSILIUM FOUNDATION

4. TEAM
IT IS A GROUP OF
PEOPLE WITH A FULL
SET OF
COMPLEMENTARY
SKILLS REQUIRED TO
COMPLETE A TASK,
JOB OR PROJECT.

5. EGOTISM IS THE
ANAESTHETIC
THAT DULLS THE
PAIN OF
STUPIDITY.
- FRANK LEAHY,
AMERICAN FOOTBALL
COACH

6. ATTRIBUTES
OF A TEAM
TEAM MEMBERS
(1) OPERATE WITH A HIGH
DEGREE OF
INTERDEPENDENCE
(2) SHARE AUTHORITY
AND RESPONSIBILITY
FOR SELF
MANAGEMENT
(3) ARE ACCOUNTABLE
FOR THE COLLECTIVE

7. A TEAM IS MORE
THAN JUST A
COLLECTION OF
PEOPLE WHO,
WITH A STRONG
SENSE OF
MUTUAL
COMMITMENT,
CREATE
SYNERGY, AND
THEREBY
GENERATE
PERFORMANCE
GREATER THAN
THE SUM OF THE
PERFORMANCE
OF INDIVIDUAL
MEMBERS.

8. A TEAM TO BE SUCCESSFUL MUST BE MOTIVATED
MR. NARAYAN MURTHI
-
“RESPECT,
RECOGNITION AND
REWARD FLOW OUT
OF PERFORMANCE.”

9. MOTIVATION
IS THE REASON FOR ACTING OR
BEHAVING IN A PARTICULAR
WAY
IT IS THE REASON FOR
PEOPLE’S ACTIONS,
WILLINGNESS AND GOALS.

10. TYPES OF MOTIVATION
Extrinsic Intrinsic Family

11. WHY IS
MOTIVATION
IMPORTANT?
MAINLY BECAUSE IT ALLOWS MANAGEMENT TO
MEET THE COMPANY’S GOALS
AZIM PREMJI –
“PEOPLE ARE KEY TO
SUCCESSS OR EXTRA
ORDINARY SUCCESS.”

12. CHECK
WHETHER A
TEAM MEMBER IS
MOTIVATED
 IS HE PUNCTUAL?
 DOES THE OUTPUT
SHOW INCREASE ?
 WILLING TO TAKE NEW
ASSIGNMENT OR LOAD?
 WILLINGNESS TO
LEARN FROM OTHER
DEPARTMENTS?

13. SELF ACTUALIZATION
PROVIDING
CHALLENGING WORK
INVITE MEMBERS IN
DECISION MAKING
PROVIDE FLEXIBILITY
AND AUTONOMY
PURSUIT OF EXCELLENCE MUST BECOME A HABIT

14. BENEFI
T
IT ENCOURAGES PERSONS
TO GIVE THEIR BEST
PERFORMANCE IN REACHING
ENTERPRISE GOALS.
A STRONG MOTIVATION WILL
ENABLE INCREASED OUTPUT
OF EMPLOYEES. IT MUST BE A
SHARED GOAL.

15. 1. ANNOUNCE/EXHIBI
T REWARDS
PUBLICLY .
2. WHERE FEASIBLE
COUPLE IT WITH
MODEST
FINANCIAL GAIN.

16. DEPENDS
UPON THE
LEADER. HE
MAY BE THE
CAUSE OF
DE-
MOTIVATION.
HE MUST
SHOULDER
BLAME FOR
FAILURES OR
LAPSES.
LEVEL OF MOTIVATION
LACK OF DELEGATION IS
BEING TALKED AS THE
MAJOR MOVE THAT MALLYA
DID NOT UNDERTAKE
WHEN RUNNING HIS
AIRLINE.

17. WHY BE MOTIVATED?
ONE REASON IS
TO BE BETTER
MONETARILY,
BECAUSE AS
OSCAR WILDE
SAID,
‘ANYONE WHO
LIVES WITHIN
THEIR MEANS
SUFFERS FROM A
LACK OF
IMAGINATION’

18. IN SPITE OF THE COST OF
LIVING, IT IS STILL POPULAR.
- KATHLEEN NORRIS,
- AMERICAN NOVELIST

19. LEADER
 SHOULD STRIVE TO
ENGAGE AT A PERSONAL
LEVEL WITH THE MEMBERS
 EXTEND BASIC COURTESY
 BE LARGE HEARTED
 SHOW RESPECT TO
EXPERIENCE
 AFFORD FREEDOM TO
OPERATE
 DON’T IMPOSE YOUR
AUTHORITY/ POSITION
 YOU DON’T DEMAND
RESPECT, YOU EARN IT
KUMAR MANGALAM BIRLA –
“THE ONE IMPORTANT FACTOR THAT
KEEPS ME GOING IS THE KIND OF PEOPLE
I WORK WITH.”

20. REMEMBER
NEVER CRITICIZE IN
PUBLIC. DO IT ONE
TO ONE.
BE POLITE AND
WIN CONFIDENCE
KEEP AN EYE ON
NEED TO TEACH
AND IMPROVE
IN CASE OF A
MISTAKE OR
LAPSE, TRY TO
FIND OUT THE
REASON
HAND – HOLDING
PAYS

21. THE FINE ART OF
ENCOURAGEMEN
T
FOUR WAYS TO FIRE THEIR
IMAGINATION:-
1. BE SINCERE AND SIMPLE
2. BE SENSITIVE TO TIME AND
PLACE
3. RECALL PERSONAL
EXAMPLES OF STRUGGLE
4. TAKE TIME
-MARK
LITTLETON,
AUTHOR

22. REJECT STYLE OF LEADERSHIP
WHERE TASKS ARE
ASSIGNED AND RESULTS
ARE EXPECTED BUT NO
DIRECTIONS ARE GIVEN.

23. APPROACH OF A LEADER
LEAD, GUIDE,
INSPIRE AND SET
AN EXAMPLE
1
BE IMPARTIAL
2
STAND UP ON
THE GOOD/ BAD
TIMES WITH THE
TEAM MEMBER.
3

24. TO UPGRADE PROFILE OF A PERSON
IDENTIFY POSITIVE TRAITS WHICH SHOULD BE ENCOURAGED AND MADE USE OF.IDENTIFY
PUBLICLY SUPPORT AND APPRECIATE
SUPPORT AND
APPRECIATE
TRY TO INSTILL IN THE EMPLOYEE LIKING FOR THE JOB AND PRIDE IN THE COMPANYTRY
HELP TO GET OVER WEAKNESSESHELP
DON’T OVERLOOK A FAULT OR MISTAKE. BUT DEAL WITH IT IN A POSITIVE MANNER.
DON’T
OVERLOOK

25. FUNCTIONALLY
1. TAKE OPINIONS
2. DELEGATE AUTHORITY TO TAKE DECISION
3. GIVE FREEDOM OF ACTION
4. HOLD FEED BACKS AND DEBRIEFINGS
5. TRUST AND REPOSE FAITH
6. SHOW APPRECIATION, WHEN DUE

26. EXAMINE
IF THE PERSON IS A SQUARE PEG IN A
ROUND HOLE. HAS HE BEEN ASSIGNED
THE RIGHT SLOT BASED ON HIS
COMPETENCE (QUALIFICATION,
APTITUDE & EXPERIENCE).
IF NOT, THEN RE-LOCATE.

27. ESTEEM
BRING ABOUT PRAISE
AND RECOGNITION
OFFER PROMOTION AND
ADDITIONAL
RESPONSIBILITIES.

28. TO MOTIVATE
MATERIALLY
 ISSUE OF
COMMENDATION AND
APPRECIATION
LETTER.
 MONETARY AWARDS
AS INCENTIVES
 PROMOTION
 INCREASED
AUTHORITY

29. LACK OF
RECOGNITION,
DEMOTIVATES.

30. INCENTIVES AT JUNIOR LEVEL
ONE LINER MAILS WITH
APPRECIATION. “WELL
DONE”.
‘EXTRAORDINARY
FEAT’, ‘BIG ORDER
CRACKED’.
ADDRESSED TO THE
MEMBER WITH CC TO
OTHERS.
CERTIFICATE OR MUGS
WITH WORDS LIKE
“CHAMPION”
”ACHEIVER”.

31. AT SENIOR LEVELS
ESTIMATE
EXPECTATIONS
MONEY MAY NOT
BE ENOUGH
ADD
RESPONSIBILITIES
CONSIDER
PROMOTIONS

32. NATURE OF JOB
CANNOT BE CHANGED,
BUT CONSIDER
1. BREAK IN
MONOTONY
2. SHORT TRIPS
ABROAD
3. NOMINATE FOR
SHORT TERM
COURSES AT IIM etc.
OR ABROAD

33. MOTIVATIONAL FACTORS TO
IMPROVE WORK ENVIRONMENT
1. FREEDOM TO EXPRESS. NO FEAR
2. MUTUAL RESPECT BETWEEN THE TEAM
3. READINESS TO HELP EACH OTHER
4. PRESENCE OF HUMAN ANGLE AND SENTIMENTS
5. EVEN IF ONE’S DEMANDS CANNOT BE MET,THE PERSON MUST BE
HEARD AND TALKED TO PROPERLY
6. EMPOWER SUBORDINATES
7. DELEGATE AUTHORITY AND GIVE THEM CONTROL

34. WHAT NOT TO DO
 DIVIDE AND RULE
TENDENCIES
 PLAY POLITICS
 INDULGE IN
PARTIALITY
BECAUSE THE ABOVE
WILL DE-MOTIVATE.

35. TEAM BUILDING EFFORT
IS A TWO WAY PROCESS. THE ORGANIZATION WILL
PERFORM BETTER IF IT IS LEADER CENTRIC

36. TEAM WORK
1. LEARN EACH OTHER’S
WORK
2. EXPOSE TEAM
MEMBERS TO OTHER
DEPARTMENTS
3. HOLD JOINT
EXERCISES WITHIN
THE GROUP AND ALSO
TEAM CONFERENCES
4. ORGANIZE
MOTIVATIONAL
EXERCISES

37. DEFINE COMPANY OBJECTIVES
INTERNAL CUSTOMER FOCUS BE SET UP.
CERTAIN FRICTION SHOULD BE TOLERATED.
“LEADERSHIP IS HARD TO DEFINE AND
GOOD LEADERSHIP EVEN HARDER. BUT IF
YOU CAN GET PEOPLE TO FOLLOW YOU TO
THE END OF THE EARTH, YOU ARE A GREAT
LEADER.”
“AS A LEADER I AM TOUGH ON MYSELF , AND I RAISE THE
STANDARD FO EVERYBODY. HOWEVER I AM VERY CARING
BECAUSE I WANT PEOPLE TO EXCEL AT WHAT THEY ARE
DOING SO THAT THEY CAN ASPIRE TO BE ME IN THE
FUTURE.”
IND RA NOOYI -

38. HOW TO
BUILD UP A
TEAM
1. SET A GOAL.
2. RELATE THE ABOVE
TO:-
a) INDIVIDUAL GOAL
b) TEAM GOAL
3. IDENTIFY AND
CONFRONT PROBLEM
AREAS.

39. TEAM
BUILDING
 SHOULD BE ATTEMPTED AT
DIFFERENT LEVELS FOR
MANAGEMENT AND FIELD
MANAGERS.
 IDENTIFY BARRIERS OR
IMPEDIMENTS
 HOLD TEAM MEETINGS
 RECOURSE TO TRAINING
PROGRAMS.
JACK MA –
“NEVER GIVE UP . TODAY IS HARD,
TOMORROW WILL BE WORSE, BUT THE
DAY AFTER TOMORROW WILL BE
SUNSHINE .”

40. TEAM BUILDING
CROSS FUNCTION
CATER FOR
RELEVANCE OF
ACCOUNTS ASPECTS
PLAN EXERCISES AND
JOINT TRAINING
SHARE CHALLENGES
WITH HR, ACCOUNTS,
FINANCE AND
PRODUCTION
TAKE FINANCE AND
ACCOUNTS
EXECUTIVES ALSO AT
TIMES TO FIELD
BE FLEXIBLE

41. WORK AS A TEAM
1. IT IS TO SELDOM THAT A MAN
CAN ACHIEVE SUCCESS ON HIS
OWN. TEAM BUILDING IS THE
VERY FOUNDATION ON WHICH
ONE CAN ATTAIN POSITIVE AND
SUCCESSFUL RESULTS
2. POSITIVE RESULTS WILL
FOLLOW A SUCCESSFUL TEAM
LEADER
MUKESH AMBANI –
“THE IMPPORTANT THING WHICH I HAVE
REALLY LEARNED IS HOW TO NOT GIVE
UP BECAUSE YOU NEVER SUCCEED IN
THE FIRST ATTEMPT.”

42. MECHANICS
IF POSSIBLE, TRY TO BUILD YOUR OWN
TEAM. SELECT EACH PERSON ON HIS MERIT.
IGNORE OTHER TRAITS COMPLETELY
SELECT MEMBERS WITH A HIGH DEGREE OF
POTENTIAL TO MOVE UP THE LADDER
ALWAYS TAKE PERSONAL INTEREST IN
DEVELOPING YOUR TEAM MEMBERS. NEVER
BE AFRAID OF YOUR JUNIOR’S POTENTIAL
YOU ARE THE BEST LEADER ONLY IF YOU
DEVELOP TALENT GOOD ENOUGH TO
REPLACE YOU
DHARAM PAL GULATI –
“ MY MOTIVATION TO WORK IS
BEING SINCERE IN PRODUCT
QUALITY SOLD AT AFFORDABLE
PRICES.”

43. KEEP DEVELOPING NEW MEMBERS TO REPLACE YOU OR
GO AHEAD OF YOU. ONLY WHEN THE STAFF /EXECUTIVES
UNDER YOU KNOW THAT YOU ARE INTERESTED IN THEIR
DEVELOPMENT WILL THEY GIVE YOU THE NECESSARY
SUPPORT FOR YOUR SUCCESS.
BE A CRITICAL OBSERVER BUT NEVER DOWN GRADE
YOUR JUNIORS. BE POLITE AND DISCREET.

44. HAVE COMPLETE FAITH IN YOUR TEAM AND THEY TOO
MUST KNOW AND UNDERSTAND IT.HAVE
LET THEM KNOW THAT NOBODY WILL FAIL IF HE DARES
TO TRY.LET
BE TOUGH BUT NOT OVERBEARING. PUT YOUR STAFF
PROBLEMS IN PROPER PERSPECTIVE.BE

45. NEVER UNDER-ESTIMATE
YOUR TEAM MEMBERS.
REMEMBER YOUR OWN DAYS
OF LEARNING
IF THERE ARE PROBLEMS
FROM HIGHER UPS, INSULATE
YOUR TEAM MEMBERS FROM
THEM.
YOUR TEAM MEMBERS MUST
ALWAYS LOOK UP TO YOU FOR
PROTECTION AND ADVICE.
GAUTAM ADANI –
“ EITHER YOU SIT ON THE PILE
OF CASH , OR YOU CONTINUE TO
GROW ”

46. INSTITUTE
INTERNAL
SUPPORT
PRODUCT BE THE FOCUS
MARKETING BE INVOLVED
SUPPLY CHAIN BE INTEGRATED
SENSITISE FINANCE ABOUT ACTUAL NEEDS AND
CHALLENGES IN GETTING ORDERS APPROVED
MOTIVATE DISTRIBUTOR’S TEAM.

47. GENERAL POINTS
1. MANAGE YOUR ATTITUDE. THE TASK
BECOMES EASIER.
2. AVOID NEGATIVE THINKING. IT IS
INFECTIOUS.

48. GOVERNMENT AS A
CLIENT/ CUSTOMER
1. CAPITALIZE ON INTER
PERSONAL RELATIONS
2. THERE WOULD BE INSTANCES
OF NEED FOR UNDER HAND
DEALINGS
3. EXPLAIN AND SHARE
REVENUE GENERATION PLAN
AND PROFITABILITY MARGINS

49. BUSINESS WITH GOVERNMENT,
SPECIAL NATURE
1. TENDERING PROCESS
2. PRACTICE OF ELIGIBILITY CRITERIA IS AT TIMES
STAGE MANAGED
3. MULTILAYERED DECISION MAKING IS
ENCOUNTERED
4. COST CONTROLS AND LESS MARGINS
5. ACCEPTANCE OF COMPROMISE IN QUALITY

50. BUSINESS WITH GOVERNMENT
1. ALWAYS A CHALLENGE
2. RELATIONSHIP MATTERS
3. DON’T BE FIRST ONE. IT MAY BACKFIRE.
4. GIVING OF GIFTS. WHERE FEASIBLE
DON’T INVOLVE YOURSELF DIRECTLY
5. WALLMART. DON’T SELL LIQUORS IN INDIA
AS THEIR POLICIES DO NOT PERMIT
GIVING GRATIFICATIONS.

51. BEFORE APPROACHING
YOUR CUSTOMER
1. YOU MUST HAVE AN ACTION
PLAN
2. ONE PRESUMES THAT YOU
KNOW YOUR
PRODUCTS/SERVICES’S
SALIENT FEATURES
THOROUGHLY
3. ALSO KNOW THE STRONG
/WEAK POINTS OF YOUR
COMPETITORS. MENTION
ABOUT YOUR COMPETITORS
ONLY AS A LAST RESORT, AS A
LAST WEAPON.

52. 4. KNOW YOUR CUSTOMERS
THOROUGHLY AND
INTIMATELY. WHAT THEY
MAKE. GO INTO FULL
HISTORY. ALSO TRY TO
GATHER AS MUCH
INFORMATION AS POSSIBLE
ABOUT THE EXECUTIVES/
OFFICIALS YOU ARE LIKELY
TO MEET. FIND OUT HIS LIKES
AND DISLIKES

53. 5. BE PUNCTUAL AND
KEEP PATIENCE. ALWAYS
REMEMBER YOU ARE ONE
WHO WILL PROFIT AND
GAIN AND YOUR LIFE
DEPENDS ON SUCCESS IN
BAGGING EACH DEAL.
6. IF BY CHANCE YOU
LOOSE THE DEAL – STILL
BE RESPECTFUL AND
POLITE TO THE OFFICIAL.
THERE IS ALWAYS A
SECOND CHANCE
7. ALWAYS REMEMBER
YOU NEVER EXHAUST
ALL POSSIBILITIES.
THERE WILL ALWAYS
BE SOME OPENING
LEFT SOMEWHERE.
8. ALWAYS THANK THE
CUSTOMER WHETHER
YOU GET THE
BUSINESS OR NOT.
LEARN TO KEEP THE
DOOR OPEN. NEVER
CLOSE IT COMPLETELY.

54. CORPORATE
SUAVENESS

55. WHAT IS SUAVE? WHAT DOES IT
MEAN?
SUAVE IS SOMEONE SMOOTH,
CONFIDENT AND CHARMING.
AN ATTRACTIVE, SUCCESSFUL
PERSON WITH LOTS OF
CONFIDENCE

56. SUAVE MEANS SOMEONE SMOOTHLY GRACIOUS OR
POLITE, POLISHED, BLANDLY INGRATIATING, URBANE,
SOPHISTICATED
“THERE IS A LOT OF STUFF
WHICH IS EXPENSIVE BUT
EASY TO DO.”
PRANNOY ROY
“LEADERS DON’T LOOK
BEHIND, THEY DON’T LOOK
TO THE SIDE , THEY LOOK
AHEAD.”
ANAND MAHINDRA
“ I LEARNT THAT PEOPLE WORK FOR
PEOPLE , AND BEING AN INSPIRATIONAL
MANAGER , CONNECTING WITH PEOPLE
AND EARNING THEIR TRUST IS CRUCIAL”
NAINA LAL KIDWAI

57. WHY SHOULD A CORPORATE
EXECUTIVE BE SUAVE?
1. HE WILL BE VERY POLITE, CHARMING
AND ELEGANT
2. HE WILL BE SMOOTH AND CONFIDENT
3. CONVERSELY HE WILL NOT BE
RUSTIC, RUDE, IMPOLITE OR COARSE

58. HOW TO BECOME SUAVE?
1. WEAR THE RIGHT CLOTHES FOR THE RIGHT
OCCASION
2. BE THE MASTER OF YOUR OWN STYLE
3. KEEP AN EYE ON THE DETAILS
4. BE HYGIENIC
“TALENT ACQUISITION,
TRANSFORMATION AND
MANAGEMENT ARE CRITICAL
ANCHORS FOR THE GROWTH OF THE
INDUSTRY.”
NANDAN NILEKANI

59. ACT SUAVE
1. MASTER A DEBONAIR SMILE
2. USE OPEN, INVITING BODY
LANGUAGE
3. MAKE EYE CONTACT
4. DEMONSTRATE SELF
CONFIDENCE
5. NOD YOUR HEAD
“THROUGHOUT MY LIFE , I HAVE VALUED
RELATIONSHIPS FAR MORE THAN THE
PROFESSIONALISM”
KARAN JOHAR

60. USE SUAVE LINGU
1. ENHANCE YOUR
VOCABULARY
2. SPEAK NATURALLY
3. BE CAREFUL WITH PET
NAMES
4. KEEP THE CONVERSATION
GOING

61. THIS PRESENTATION IS BASED ON INPUTS
FROM A NUMBER OF SENIOR, CORPORATE
EXECUTIVES, SERVING AND RETIRED, WHO
HAVE LONG EXPERTISE OF THE SUBJECT

62. Mr. D.N. MISRA
DIRECTOR(MARKETTING), KORES INDIA
Mr. NARENDRA CHATURVEDI
GM (SALES & MARKETTING), MNC PHARMA
MR. SACHIN SRIVASTAVA,
GM, HR (ONE OF THE TOP MNC IN INDIA)
Mr. AMIT CHATURVEDI,
HEAD, ALTERNATE CHANNEL BUSINESS, HAVELLS

63. Mr. DEEPANKAR TIWARI. HEAD,
VEHICLE SOLUTIONS &
DEVELOPMENT , ASIA PACIFIC,
UBER
Mr. PRASHANT MISHRA,
REGIONAL HEAD, MILESTONE
BRANDCOM (PART OF
DENTSU AEGIS NETWORK
Mr. PANKAJ CHATURVEDI
HEAD, ENTERPRISE
BUSINESS
AIRCEL LIMITED

64. THANKS
GRAPHICS AND ILLUSTRATIONS BY ADV
HARSHEETA HARJAI & ADV ADITYA GAURI