tag:blogger.com,1999:blog-84855514605976661272024-03-20T20:37:34.265+05:30Writer's Corner by Mihir GosaliaIn keeping this blog, I intend to allow my friends, colleagues, and other people with similar interests to see my writings that I practice regularly. By expressing myself through writing, I share my experience, thoughts, knowledge, views, and insights. I subscribe to Habit 7: Sharpen Your Saw and It Will Sharpen You.
Every month, I will update the blog.Unknownnoreply@blogger.comBlogger62125tag:blogger.com,1999:blog-8485551460597666127.post-10763560585240176822023-05-02T07:13:00.005+05:302023-05-02T07:13:53.205+05:30From Traditional Quality to Value Enabler - A Paradigm Shift<p>Service Knowledge Base held a session
on Traditional Quality to Value Enabler on 29th April. Featured speaker was
Parvathy Satish, Mavenir Systems Group Director</p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">The speaker began the session by
taking attendees through the evolution of quality from Quality Control to
Internal Auditing to ISO Certification, and from Continuous Improvement to
Delivery Lead, Operational Excellence to Program Management and Operations<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">After that, Core Quality was explored,
including top-down, leadership mandates, setting up objectives, compliance
& effectiveness, management reviews, and audits & certifications.<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">As Business Priorities Change,
maintaining and continuous investing becomes a challenge. It becomes Second
Nature to work better, quality is an afterthought<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">What is the best way for Quality to
renew this? Managing Change through the Quality Team, moving beyond ISO
Certification and Compliance to help others succeed is one way. Start small and
involve all stakeholders. Manage Change Management Initiatives as projects, measure
metrics. Scale once benefits are visible and buy-in is achieved<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">Speaker shared examples of what
Quality can do to enable value? Facilitating SWOT Analysis for Business &
Technology Teams, Setting Priorities & Objectives based on Customer
Feedback and Improving Employee Productivity by setting time and agenda for
meetings. It may be assigned by senior management or self-assigned<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">This is best achieved by Quality due
to its eye for improvement, knowledge of what is happening in the organization,
and role as the organisation's eyes and ears<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">To accomplish this, quality personnel
need to be able to adapt, have learnability & be open to trying anything
different, ready to learn on "GO" & deliver. Quality should
understand how business models work<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">What is the best way to transition to
this? You can begin by asking for the role, asking how you can add value,
establishing rapport with new stakeholders, and identifying people willing to
take risks<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">You should upskill/reskill during the
transition process, give yourself time to learn a new way of working, its
tools, and domain, think your work enables the organisation, take stock, and
finally give yourself a pat on the back. Allow things time to get in shape
without fretting, taking pressure or being too hard on yourself<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">The importance of quality goes beyond
sponsorships. Quality involves business, finance & people, making the right
choices at the right time, ROI, margins, the ability to build competencies, the
number of iterations a release needs, the number of customer deployments or
returns, and the transparency of the organization in terms of data and
information management. Speaker highlighted these as key takeaways from value
enabled thinking<o:p></o:p></span></p>
<p class="MsoNormal" style="margin-bottom: 12.0pt; margin-left: 0in; margin-right: 0in; margin-top: 12.0pt;"><span lang="EN-GB">In closing, the speaker highlighted
new areas where quality can add value, such as cybersecurity, regulatory
compliance, sustainability reporting, and intelligent analytics.<o:p></o:p></span></p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-997308980040717952023-03-30T20:33:00.000+05:302023-03-30T20:33:15.320+05:30Key Takeaways from Opening Doors to Possibilities, a LinkedIn Live Event by Sau Yong (S.Y.), Chin & Adeline Tiah<span id="docs-internal-guid-9fdaba12-7fff-8d5d-52db-0fa2a46cf9dc"><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Opening Doors to Possibilities REINVENTING Our Lives & Work: A LinkedIn Live Event was hosted by Sau - Yong (S.Y.) Chin on 30th March. A Leadership & REINVENT Coach & Author, Adeline Tiah spoke. </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">This talk shared insights on how to increase our chances of realizing our best selves, not only by opening, but by creating new doors.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBcUbnyTjupnPcV3ZE1xXZ4-PsT9oczGmzXAWOXYxa4PRun35lofuvXpTeBIUDPJBwCQKB-zAZ9zdzcd5ZB_hT-0hXdwds3-uwAHrLQ0blOsoeQJn8zZfbrp2mhESDS5qExNBlHZm2rgXdRR-UvpdR3GjuzGqMp8xjQmd7MGU0vK8FUmG0_ouWPYknsg/s1920/Screenshot%202.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1080" data-original-width="1920" height="278" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjBcUbnyTjupnPcV3ZE1xXZ4-PsT9oczGmzXAWOXYxa4PRun35lofuvXpTeBIUDPJBwCQKB-zAZ9zdzcd5ZB_hT-0hXdwds3-uwAHrLQ0blOsoeQJn8zZfbrp2mhESDS5qExNBlHZm2rgXdRR-UvpdR3GjuzGqMp8xjQmd7MGU0vK8FUmG0_ouWPYknsg/w556-h278/Screenshot%202.jpg" width="556" /></a></div><p></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Reinvent stands for:</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">R - Risk Taking Mindset</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">E - Entrepreneurial Thinking</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">I - Inclusiveness</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">N - Noticeable</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">V - Vulnerable</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">E - Empathy</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">N - Networking skills</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">T - Trans-disciplinary learning</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Just like software versions, reinvention is a journey of multiple career upgrades</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Reimagining is a marathon, a journey for longevity, not a race for the top</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">There is no constant change, only exponential</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Rather than climbing ladders, future workers will build career ladders</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">It's not how hard you work that determines your pay, but how hard you are to replace</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In the market, hybrid skills will command a 20% premium</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Looking for a job should be like looking for a business opportunity, rather than looking at a JD; think about problems you can solve, value you can bring</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Don't be afraid to fail when reinventing yourself. Don't set unrealistic expectations, just do your best</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The ability to recognize when to take short strategic breaks, rest & recharge, is vital to reinvention</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The concept of transdisciplinary learning means learning skills outside your domain, which is very important in the current situation. It involves learning complementary skill sets, creating an overlap to create a niche</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Be intentional when learning trans-disciplinary skills, look for opportunities to apply the skills learned & monetise it i.e. are people willing to pay you for it (in-demand skills)</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In life, you need to take strategic risks & venture outside of your comfort zone. Be entrepreneurial by seeing the possibilities and taking risks instead of seeing road blocks. Mentality matters.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The move that matters the most is the next step taken</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">You learn, you learn, you relearn, and you get stronger</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">To embrace a growth mindset, we must be aware, accept, and adapt (adjust).</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Adeline concluded by saying that Arnold Schwarzennegger is a great example of Reinvention, as he started out as a body builder, reinvented himself as a leading Hollywood actor, later served as governor for two terms and is now a keynote speaker.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Always strive to be an improved version of yourself. Take that first step and unlock new possibilities</span></p></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-8730308025850649632023-03-28T21:14:00.002+05:302023-03-29T14:05:30.927+05:30Gaining Competitive Edge Through Holistic Digital Transformation<p><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; text-align: justify; vertical-align: baseline; white-space: pre-wrap;">Service Knowledge Base hosted a session on <b>Gaining Competitive Edge through Holistic Digital Transformation</b> on 25</span><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; text-align: justify; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: 0.6em; vertical-align: super;">th</span></span><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; text-align: justify; vertical-align: baseline; white-space: pre-wrap;"> March. Speaker was Sujatha Sivaraman, a Digital Transformation Evangelist</span></p><p><span style="font-family: Arial; font-size: 11pt; text-align: justify; white-space: pre-wrap;"><u><b>The following are the key takeaways from the program</b></u></span></p><span id="docs-internal-guid-0ee9cbdb-7fff-fedf-a3e9-5972be1eadd4"><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">We are more in the Digital space now & that is the reason why we are looking at Digital Transformation. Any transformation requires inner transformation first. Embrace technology & simplify life by being digital. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Current challenges faced from an employee perspective are Learning, Stagnating Income, Outdated Technologies, Office Politics, Shaky Economy, Lack of Differentiation. Solution to overcome them lies in your commitment to upskilling, investment in yourself, how you are creating visibility, differentiating yourself, your emotional quotient, how you work</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">From a Business Perspective, Legacy Technology & Applications, Investments not channeled in the right direction, product or service differentiation, customer & employees dissatisfaction are some of the challenges faced. The Solution lies in having a digital vision driven by Leadership i.e. to be a digital first architecture company. Any business needs to be a digital business. There has to be a digital presence.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Examples of Blockbuster, Kodak, Blackberry were discussed wherein it was seen that their inability to transform to the Market needs, rigidity in not going with the technology shift, led to itโs downfall.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Digital leadership starts with an inspiring vision to drive transformative change through the power of technology, use of digital technology that leads to beneficial business outcomes.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Holistic Digital Transformation refers to Total Experience, Combination of Technology, Combination of Process, Multitude of Factors that helps the business to survive.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">All sectors have to be digitally enabled else they will risk losing out to competition. Same is applicable to individual employees as well.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The different maturity levels of digital transformation are</span></p><ul style="margin-bottom: 0px; margin-top: 0px; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Digitization - At the transaction level, improvements, etc.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Digitalization - At the project or functional unit level</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Digital Transformation - At the line of business, enterprise level wherein all the multiple units come together, there is coherency</span></p></li></ul><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Some of the different terminologies in digital transformation are </span></p><ul style="margin-bottom: 0px; margin-top: 0px; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Change refers to version / upgrading</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Innovation refers to novel or better way of doing things e.g. Embedded Finance</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Transformation, entire company is changing holistically leading to accelerated transformation metamorphosis, become a fitter enterprise</span></p></li></ul><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">For Digital Transformation to be enabled, to happen, the entire operational functions value stream has to be aligned i.e. logistics, recruitment, marketing, HR, IT, Administration functions</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The First Principles of Digital Transformation are Multi-Functionality, Multi Channel, Ease of Use, Straight through processing & value delivery</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Skills required for Digital Transformation are multiple, one skill dedicated specialist is losing charm. V-shaped skills are required for Digital Transformation i.e. being specialist in one area backed by strong complimentary skillsets</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Digital Transformation is </span></p><ul style="margin-bottom: 0px; margin-top: 0px; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">IT innovation aligned with business goals. It is not Adopting technology for the sake of using it.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">both technological and cultural shift and not just digitalization of business process</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">leveraging the technology that adds value and not using the latest technology and gadgets</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">creating new business models and opportunities and not minor adjustments to existing processes</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">A fundamental company - wide initiative and not a single project, department or business line</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">A long-term process requiring a well planned strategy and not a short term tactic or one-time fix</span></p></li></ul><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">It is estimated that by 2025, the Digital Transformation Market will be 1009 Billion $ with a CAGR of 16.5% (Source: Markets & Markets Publication)</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">A successful digital transformation requires to have a Pilot, Scale & Accelerate or Adapt by Crawl, Walk & Run Strategy.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><b>Conclusion:</b> Become a vital person & not just a functional person by looking a multiple technologies, having an innovative mindset, looking at synergy of technologies</span></p><div><span style="font-family: Arial; font-size: 11pt; font-variant-alternates: normal; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-48524675371746708662023-01-09T13:27:00.003+05:302023-01-09T13:27:44.999+05:30A data driven approach to quality improvement<p>Service Knowledge Base hosted a session on Data-Driven Quality Improvement Process on 7th January with Amit Choudhary, Senior Advisor,
Data Analytics Solution Expert, KPMG.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Data-driven quality has replaced customer experience-based
quality. While organizations may initially lose customers in this transition
process, they will have made a foundation for acquiring a larger number of
customers in the long run. The essence of data-driven process improvement can
be summed up in this sentence.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Data-driven decision-making is best achieved by using the
Question, Plan, Collect, Analyze, Recommend method that ultimately converts
data into insights that lead to the formulation of action plans, such as
improving service quality, product quality, customer satisfaction, etc.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Data-driven project management has the advantage of bringing
about plenty of cost optimization. A data-driven approach can help study the
impact of a project internally and externally to the organization, thereby
improving project risk management.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Leveraging data can help leverage the strategy by
dynamically updating short-term plans that contribute to the overall long-term
strategy. An organization that uses data will be more agile and faster since
it will be driven by data. An analysis of the project at different stages can
enhance business performance by being data-driven.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">A data-driven organization can be formed by combining
Descriptive Analytics (what happened? ), Diagnostic Analytics (why did it
happen? ), Predictive Analytics (what will happen?), and Prescriptive Analytics
(how do we make it happen?)</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">There were case studies presented by the speaker on four
different sectors: telecom, retail, manufacturing, and financial services. This
provided a better understanding of the importance of improving business process
quality through analytics.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Regression & classification models, Hypothesis testing,
Simulation, Visualization & Hybrid ML are some useful techniques for building
a data-driven quality organization.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Minitab, Excel with plug-ins, Crystal Ball, and Power BI /
Tableau are the tools.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">An organization that follows a bottom-to-top approach will
find it easier to obtain quality data.</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Cloud platforms are becoming the future of data storage by
switching from 'Data Bases' to 'Virtual Data Lakes'</p><p class="MsoNormal"><o:p></o:p></p>
<p class="MsoNormal">Certifications that working professionals should focus on to
upskill themselves are generally categorized into three levels</p>
<p class="MsoNormal" style="margin-left: 36.0pt; mso-list: l2 level1 lfo3; text-indent: -18.0pt;"><!--[if !supportLists]-->-<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span><!--[endif]-->For leaders and decision makers, pursue AI and ML Framework
for Quality, Agility in Quality Framework, Awareness of entire data analytics
framework</p>
<p class="MsoNormal" style="margin-left: 36.0pt; mso-list: l1 level1 lfo2; text-indent: -18.0pt;"><!--[if !supportLists]-->-<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span><!--[endif]-->At the mid managerial or at executional level, choose
business statistics, visualization (Tableau, PowerBI) and natural language
processing (NLP).</p>
<p class="MsoNormal" style="margin-left: 36.0pt; mso-list: l0 level1 lfo1; text-indent: -18.0pt;"><!--[if !supportLists]-->-<span style="font-size: 7pt; font-stretch: normal; font-variant-east-asian: normal; font-variant-numeric: normal; line-height: normal;">
</span><!--[endif]-->For technical staff, they should be skilled in Python,
R, Click View, SQL, and MongoDB</p>
<p class="MsoNormal">Data-driven decision-making needs to be made accountable by
leaders within organizations. Business Leaders should go all out and learn as
much about data as possible, concluded the speaker. <o:p></o:p></p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-80344510073034767962022-12-31T18:10:00.000+05:302022-12-31T18:10:22.656+05:30Measure the Extent of the Problem - ๐๐ข๐ ๐ก๐ญ ๐๐ญ๐๐ฉ๐ฌ ๐ญ๐จ ๐๐ซ๐จ๐๐ฅ๐๐ฆ ๐๐จ๐ฅ๐ฏ๐ข๐ง๐ ๐๐ข๐ฑ ๐๐ข๐ ๐ฆ๐ - ๐๐ซ๐ข๐ฏ๐ ๐ข๐ฆ๐ฉ๐ซ๐จ๐ฏ๐๐ฆ๐๐ง๐ญ ๐ข๐ง ๐ฒ๐จ๐ฎ๐ซ ๐จ๐ซ๐ ๐๐ง๐ข๐ณ๐๐ญ๐ข๐จ๐ง<p> <span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">In continuing with my reading of the book ๐๐ข๐ ๐ก๐ญ ๐๐ญ๐๐ฉ๐ฌ ๐ญ๐จ ๐๐ซ๐จ๐๐ฅ๐๐ฆ ๐๐จ๐ฅ๐ฏ๐ข๐ง๐ ๐๐ข๐ฑ ๐๐ข๐ ๐ฆ๐ - ๐๐ซ๐ข๐ฏ๐ ๐ข๐ฆ๐ฉ๐ซ๐จ๐ฏ๐๐ฆ๐๐ง๐ญ ๐ข๐ง ๐ฒ๐จ๐ฎ๐ซ ๐จ๐ซ๐ ๐๐ง๐ข๐ณ๐๐ญ๐ข๐จ๐ง, this month I read the Chapter โ๐๐๐๐ฌ๐ฎ๐ซ๐ ๐ญ๐ก๐ ๐๐ฑ๐ญ๐๐ง๐ญ ๐๐ ๐๐ซ๐จ๐๐ฅ๐๐ฆโ and practiced the lessons it taught.</span></p><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">๐ฐ ๐๐๐๐๐ ๐๐๐ ๐๐๐๐๐๐๐๐๐ ๐๐๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐๐ ๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐:</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">a) Obtaining the right, accurate, and correct data is essential for any Six Sigma project. In case of mistakes in the data collection process, this can impact the overall project improvement.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">b) An explanation of the difference in headings that should be used when doing root cause analysis by utilizing a Fishbone Diagram (also known as a Cause & Effect Diagram, or the Ishikawa Diagram).</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">For manufacturing, take note of the following: Methods, Machines (Equipment), People (Manpower), Materials, Measurements, and Environment.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">People, Processes, Procedures, Place, and Environment could be the considerations for service companies.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">c) In order to collect data, there must first be a Data Collection Plan and then a Data Collection Template. The part about detailing down to the minute was interesting to me. Taking this approach, the Analyze Phase and the remaining improvements would be highly effective.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">๐ด๐ ๐๐๐๐๐๐๐๐๐ ๐๐๐๐๐ ๐๐๐๐ ๐๐๐ ๐๐๐ ๐๐๐๐๐๐๐ ๐๐๐ ๐๐ ๐๐๐๐๐๐๐:</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">i) For creating a data collection plan, 4W1H can be used. </span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">- Four W: what, when, where, who</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">- One H: how</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">ii) Gage R&R is a tool to identify variations in measurement system performance, where R&R refers to repeatability and reproducibility.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Every process is subject to two types of variation: Variations in the measurement system and variations in the process.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Generally, LSS projects are done to reduce variation in processes, however, there may be measurement system variations that are higher than the permissible limit or unknown, and that could have a detrimental effect on a project's success if unchecked. </span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Attribute Gage checks for </span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">- Repeatability within the individuals</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">- Reproducibility between the individuals</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">- Accuracy that all the results are matching the standard</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">R&R on Attribute Gage should include at least two resources and two trials.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">You can use Excel or Minitab to perform Attribute Gage R&R.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">In order to pass Gage, the percentage of appraisals against the standard must be greater than 90%.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">In case it fails, find out where the problems lie and then make improvements.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">If Gage passes after improvements, only then should you proceed to data collection.</span><div><span style="color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, Segoe UI, Roboto, Helvetica Neue, Fira Sans, Ubuntu, Oxygen, Oxygen Sans, Cantarell, Droid Sans, Apple Color Emoji, Segoe UI Emoji, Segoe UI Emoji, Segoe UI Symbol, Lucida Grande, Helvetica, Arial, sans-serif;"><span style="font-size: 14px;"><br /></span></span><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgcPy_ryUub2ccRk9YQ8KCEjD7dJoh8BP1eTVD2Icx1b4dwh3LqFl2fPp4EK_6Z0JmAe2b8Pa8QItH1pxdyDYoWpQ2EWBZsei09PBqtzRVnc0LxIMoJLIplJT9yLifeAhADquYX3F1ZkrBg_qet3VHND7JsgQlG7c6gHVqcDw6l0Q2kA4QSb2zEQkgN9g/s1006/IMG-20221101-WA0001.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1006" data-original-width="698" height="312" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgcPy_ryUub2ccRk9YQ8KCEjD7dJoh8BP1eTVD2Icx1b4dwh3LqFl2fPp4EK_6Z0JmAe2b8Pa8QItH1pxdyDYoWpQ2EWBZsei09PBqtzRVnc0LxIMoJLIplJT9yLifeAhADquYX3F1ZkrBg_qet3VHND7JsgQlG7c6gHVqcDw6l0Q2kA4QSb2zEQkgN9g/w214-h312/IMG-20221101-WA0001.jpg" width="214" /></a></div><br /></span></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-30381630820802936562022-12-14T11:18:00.000+05:302022-12-14T11:18:12.472+05:30How I am attempting to become more focused & productive by eliminating the time spent on non-value-adding activities<p> <span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; white-space: pre-wrap;">๐ซ๐๐๐๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐๐๐ ๐๐๐๐๐๐๐๐ ๐ ๐๐๐๐ ๐๐๐๐๐๐ ๐๐๐ ๐๐๐๐ ๐๐๐๐๐ ๐ ๐๐๐ ๐๐๐๐๐๐. ๐ป๐๐ ๐๐๐๐ ๐๐๐๐๐ ๐๐ ๐๐๐๐๐๐ ๐๐๐'๐ ๐๐๐๐๐ ๐๐๐ ๐ ๐๐๐๐๐๐ ๐๐๐๐๐๐๐.</span></p><span id="docs-internal-guid-74ec628c-7fff-9a15-6db0-a1cb973d8a1e"><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Took up a ๐๐-๐๐๐ฒ ๐๐ข๐ฌ๐๐ข๐ฉ๐ฅ๐ข๐ง๐ ๐๐ก๐๐ฅ๐ฅ๐๐ง๐ ๐ by avoiding watching a single game of Indian cricket team. And to free up that time spent in pursuing some other meaningful activity.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The last cricket match I watched was India vs England, a T20 World Cup Semifinal on 10th November at Adelaide Oval.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">This marks ๐๐๐๐ ๐๐๐๐ ๐ ๐๐๐๐๐ since I stopped watching meaningless cricket matches. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">It became evident to me that I was wasting a lot of time watching cricket matches, 3 to 4 hours per game for a T20 match. Moreover, these games lacked any meaning. I feel as if the Indian Cricket Team is playing every other day. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Consequently, I realized that it is time to stop viewing these games and instead utilize that time to read a book, journal, or increase my skill level by attending online courses.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Even if I do nothing, at least the digital screen or television viewing portion of the process will be eliminated. I can expect at least that benefit from taking on this challenge. ๐ป๐๐ ๐๐๐๐ ๐๐๐ ๐๐ ๐๐๐ ๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐ ๐๐๐๐ ๐๐ ๐๐ ๐๐๐ ๐๐.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">As a result, I have missed Ishan Kishan's recent world record-breaking double-century innings in an ODI game, Rohit Sharma's blazing half-century batting at No. 9 with an injured thumb, and Suryakumar Yadav's (SKY) second T20I century in this year against New Zealand. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">I regret not being able to witness all of these memorable innings, but I have no regrets whatsoever. I am enjoying the time that I have spent away from watching the game of Cricket and instead availing myself of some other meaningful activity. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">๐ฐ๐ ๐๐๐ ๐๐๐ ๐๐๐๐ ๐๐๐๐ ๐๐ ๐๐๐๐๐๐๐๐๐, ๐๐๐ ๐๐๐ ๐๐๐๐๐๐๐ ๐๐. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">๐ฐ๐ ๐๐๐ ๐๐๐๐ ๐๐ ๐ ๐๐ ๐๐ ๐ ๐๐, ๐๐๐๐ ๐๐ ๐๐๐๐, ๐๐๐๐๐๐๐๐๐ ๐๐ ๐๐๐๐๐๐๐๐๐, ๐๐๐ ๐๐๐๐ ๐๐๐๐ ๐ ๐๐๐๐๐๐๐ ๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐ ๐ ๐๐๐๐๐ ๐๐ ๐๐๐๐๐๐๐๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐ ๐๐๐๐ ๐๐๐ ๐๐๐ ๐๐ ๐๐๐๐๐๐๐๐๐๐.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">It is my intention to continue from here. The next 3 months will be no different for me. I will not be watching meaningless cricket matches.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">๐ฏ๐๐ ๐๐๐๐ ๐๐๐ ๐๐๐๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐๐? ๐พ๐๐๐ ๐๐ ๐๐๐๐ ๐๐๐๐ ๐๐ ๐๐๐๐๐๐ ๐๐๐๐ ๐๐๐๐๐๐๐ ?</span></p><div><span style="background-color: white; font-family: Roboto, sans-serif; font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-59045767336741210372022-11-27T19:42:00.000+05:302022-11-27T19:42:14.048+05:308 Steps To Problem Solving by Mohit Sharma Book Review<p><span style="font-family: Arial; font-size: 11pt; text-align: justify; white-space: pre-wrap;"><b>This monthโs book review focuses on 8 Steps to Problem Solving Six Sigma authored by Mohit Sharma</b></span></p><span id="docs-internal-guid-4b4f523c-7fff-7194-d294-9d77d686a5a0"><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">There was a need for me of a practical guidebook that would be of use to update my knowledge about the Six Sigma Black Belt Course. Additionally, it should also serve as a handy reference while doing a Black Belt project. I was convinced that this was the book I was looking for after reading Ankur Tyagi's review followed by a short discussion on the book with him. </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Thus far, I have read and practiced the concepts from the first four chapters of the book, namely up until the chapter on Define the Project.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Listed below are some of the strengths of the book as I have observed them</span></p><ul style="margin-bottom: 0; margin-top: 0; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 12pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">This book, despite being written on a topic as complex as Six Sigma Black Belt, is written in an easy and understandable language. </span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The book provides an explanation of each concept through a series of examples and case studies. Therefore, it will be possible for you to relate the examples to the material presented. I found this aspect of the book to be the most appealing.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Each chapter concludes with a series of questions posed by the author to the reader. Before moving on to the next chapter, I distilled my key learnings from the chapter by answering those questions. This helped me retain the knowledge.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The author outlines various do's and don'ts that Black Belts should follow while executing projects. By following these tips, you will be able to complete the project steps effectively and efficiently.</span></p></li></ul><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt; text-align: justify;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">As a result of reading the chapters so far, I have learned or gained some insights as follows</span></p><ul style="margin-bottom: 0; margin-top: 0; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 12pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The customer will always present you with a practical problem; convert it into a statistical statement and thus it becomes a quality improvement or six sigma project.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">As a Black Belt (BB), it is their responsibility to help the customer reach his or her objectives but not necessarily to follow the instructions of the customer. There is a need for BB's to look at the problem differently, and that is what adds quality.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">For a project, the metric selected should be the smallest unit of the process since when the smallest unit is set correctly, the entire process will be correct as well. Make sure that you are working on direct metrics rather than derived metrics.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">One of the most important concepts of Six Sigma is to understand the relationship between Project Y and X, impacting the Y. If we refer to equation Y=F(X), Y is a dependent variable and X is an independent variable. If we change X, Y will be impacted.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Although there is no set rule on how deep Black Belts can drill down into a drill-down tree to reach specific, actionable, measurable project metrics, it is generally advisable to drill down to at most five levels.</span></p></li><li aria-level="1" dir="ltr" style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: disc; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 0pt;"><span style="font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The COPIS acronym stands for Customer, Output, Process, Input, and Supplier. Previously, it was known as SIPOC.</span></p></li></ul><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><b>With my continued reading of the book, I will share more insights and key takeaways as I progress with my project.</b></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhyv2zhVcsYaVcxB2nuVuXgXYs37xFBzipE7Bjz7YbHaUvyNQ0aJWHwKg5vwfVDEavxwRdr0OW90pkt6DnWhiQdL_2tnjl9W-FaZeFvy_RQYQ62Ty4ZhCnaia1MHKqfzpn-OIUEUxITaKN7zOeWLNVvtftNsNdAcEGQtUiNdUt0LMCejeygDHIKdUVvgA/s1006/IMG-20221101-WA0001.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="1006" data-original-width="698" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhyv2zhVcsYaVcxB2nuVuXgXYs37xFBzipE7Bjz7YbHaUvyNQ0aJWHwKg5vwfVDEavxwRdr0OW90pkt6DnWhiQdL_2tnjl9W-FaZeFvy_RQYQ62Ty4ZhCnaia1MHKqfzpn-OIUEUxITaKN7zOeWLNVvtftNsNdAcEGQtUiNdUt0LMCejeygDHIKdUVvgA/s320/IMG-20221101-WA0001.jpg" width="222" /></a></div><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><br /></p></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-19821196905362276642022-10-31T21:40:00.003+05:302022-11-01T16:57:02.688+05:30Book Summary Quality Fables 2: Next 25 Lessons Learn't Revealed<p><span face="Roboto, sans-serif" style="font-size: 10.5pt; text-align: justify; white-space: pre-wrap;">In Quality Fables, real experiences and real people are the basis for the stories. Essentially, they are narratives that highlight a significant point or lesson learned from an interaction.</span></p><span id="docs-internal-guid-5381939c-7fff-6f6b-a6ef-a6f2050e2918"><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: justify;"><span face="Roboto, sans-serif" style="font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Following my reading of Quality Fables 1, I am now sharing the next 25 lessons that stand out to me most from Quality Fables 2 by Suresh Lulla Sir.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">26) A simple solution can solve a complex problem</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">27) It is imperative that every leader visits customers to understand Fitness for Use (FFU).</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">28) It is the consultant's role to facilitate structured thinking within an organization, not solve the organization's issues</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">29) Corporate responsibility extends to quality</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">30) Improve quality of life for workers and deliver dignity to them through quality improvement projects</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">31) A leader must ultimately be held accountable for the performance of the product on the ground</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">32) A quality management system can be used to meet challenges</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">33) Best practices from one industry must be analyzed and adapted for applications in another</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">34) An effective quality improvement team should include everyone affected by the problem</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">35) Quality management systems such as ISO 9001 can be implemented only when process stability is achieved</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">36) In a market with higher supply than demand, quality thrives</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">37) Risk assessments should include support services as well</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">38) If quality improvement projects are linked to strategic goals, breakthrough results can be achieved</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">39) It is essential that upper management has first-hand experience with waste</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">40) Make sure each team member is committed to diagnosing and resolving the problem</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">41) Every change in business environment should be tracked to determine customer buying behavior</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">42) Quality is centered on the customer. As a result, it thrives in a competitive environment</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">43) A relentless pursuit of perfection drives leaders to look for out-of-the-box solutions</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">44) Every action taken by a company expresses what it stands for</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">45) Customer loyalty is built on customer service</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">46) Customer trust is the foundation of repeat business, and quality is about establishing that trust</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">47) Problem solving training should be mandatory for the entire organization</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">48) A quality system reduces errors, time, and costs</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">49) Instead of focusing on training as a strategic goal, it is best to focus on it as a means to achieve strategic goals</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">50) Educate the purchase department about process capability studies</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span face="Roboto, sans-serif" style="font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFB8KOWwi9O7Z_oSiNy_b2fiodVjziGtuLgLgk2QTKQtMZcDGc3TkbFD-FEXI-PdtsJbPG9JtwnolDT5NAxemDYq65FKlTVjC0DJgZ9dpZF5m7OOCOXdu7ku1u-izxgQjBwGfMzvXfVvOx4nBq4XR1fQ5ru9iV-JNF6LGJf69pmyxooIq8obW0GtqRsw/s4914/QF%20Cover%20Page.jpg" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="4914" data-original-width="3442" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhFB8KOWwi9O7Z_oSiNy_b2fiodVjziGtuLgLgk2QTKQtMZcDGc3TkbFD-FEXI-PdtsJbPG9JtwnolDT5NAxemDYq65FKlTVjC0DJgZ9dpZF5m7OOCOXdu7ku1u-izxgQjBwGfMzvXfVvOx4nBq4XR1fQ5ru9iV-JNF6LGJf69pmyxooIq8obW0GtqRsw/s320/QF%20Cover%20Page.jpg" width="224" /></a></div><br /><span face="Roboto, sans-serif" style="font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span><p></p><div><span face="Roboto, sans-serif" style="font-size: 10.5pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-39808203462277863112022-09-27T20:12:00.002+05:302022-09-27T20:12:49.481+05:3025 lessons that stood out to me the most after reading Quality Fables 1 by Suresh Lulla<p><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">1) Customer focus is a must-do for companies, itโs no longer a choice</span></p><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">2) Managers who meet customers gain the best education</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">3) Customers are lifeblood of any business, so it is vital to keep a customer-focused culture for survival and success. Every manager should hear voice of the customer at the end of the day</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">4) Employees of any level can delight customers</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">5) You need to first gain people's commitment before you can change their behavior</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">6) Leading by example will earn trust of your employees</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">7) Aim to communicate with target audience in a unique way</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">8) See the problem for yourself</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">9) The intelligence gathered in the field plays a crucial role in all subsequent activities</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">10) In order to plan strategically, we must schedule priorities. In order to plan operationally, we must prioritize tasks</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">11) A low failure rate can hide a high cost of poor quality (COPQ)</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">12) Get Head of Finance's support when you want to implement a company-wide quality management system. The COPQ is equal to the profit or even more for an organization. It is possible for the Head of Finance to give Quality Management a boost</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">13) Purpose of Quality Control is to correct mistakes we might make when fires occur sporadically. Quality Control requires reactive skills. Reducing chronic high costs & poor quality is the goal of quality improvement, and it requires proactive skills</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">14) By improving quality, the costs associated with poor quality and customer dissatisfaction can be reduced</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">15) Having a large after-sales service department implies asking if the product or service is reliable and of high quality. The solution lies in improving processes, thereby reducing costs</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">16) The by-product of quality improvement is cost reduction</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">17) The key concepts in the training are internalized when training starts at the top</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">18) It is important for leaders to have the ability to teach, coach, and counsel others</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">19) To get better at anything, study what the world-class do. There may be others who have already solved the same or a similar problem. This is benchmarking. Whenever we want to improve something, we need to be "different" in the way we do it. This is innovation</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">20) A deep understanding of a topic is necessary to answer a question accurately</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">21) Defy the standard, do away with cost centers</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">22) Belief in Quality is a religion in Japan, and the Japanese work towards zero defects</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">23) Japanese think โprocess and systemsโ</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">24) It is an art to listen. Even a guru encourages feedback from his students</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">25) Reputation should not be sacrificed to make profit reports, A company with principles will safeguard its reputation. Reputation is a brand's guardian</span><div><span style="color: rgba(0, 0, 0, 0.901960784313726); font-family: -apple-system, system-ui, BlinkMacSystemFont, Segoe UI, Roboto, Helvetica Neue, Fira Sans, Ubuntu, Oxygen, Oxygen Sans, Cantarell, Droid Sans, Apple Color Emoji, Segoe UI Emoji, Segoe UI Emoji, Segoe UI Symbol, Lucida Grande, Helvetica, Arial, sans-serif;"><span style="font-size: 14px;"><br /></span></span><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;"><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjnuklsM99E7HmAnT5GM5jhDZmhcE0Ms73EBesEJwaVRLWqANnQML6Wg2Jf1n0tBlSr_cp91gnKoZgFzFkDfC_CvhJny9YR7SybqvQxOrfc4jJtE_6NvXo7Ku7N5ILhV_238Hb6SRvSS5WrskqbFR1Lug2FhBbr05k3r4NMBBPwNrSczkZWIOxTlxCyLg/s4005/IMG_20220927_190401.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="4005" data-original-width="2839" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjnuklsM99E7HmAnT5GM5jhDZmhcE0Ms73EBesEJwaVRLWqANnQML6Wg2Jf1n0tBlSr_cp91gnKoZgFzFkDfC_CvhJny9YR7SybqvQxOrfc4jJtE_6NvXo7Ku7N5ILhV_238Hb6SRvSS5WrskqbFR1Lug2FhBbr05k3r4NMBBPwNrSczkZWIOxTlxCyLg/s320/IMG_20220927_190401.jpg" width="227" /></a></div><br /></span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-18561978185646004052022-08-28T18:25:00.000+05:302022-08-28T18:25:05.706+05:30Book Review Enigma of Lean Demystifying Mysteries of Lean. Author โ NC Narayanan<p> <span style="font-family: Arial; font-size: 11pt; white-space: pre-wrap;">After Learning Six Sigma, Lean was next on my list. So, when I read details about this book on social media, its fascinating title, and the fact that this book also discussed about RMAOR approach to implementing Lean in an organization, I decided that had to read this book. This book was my introduction to the subject of Lean.</span></p><span id="docs-internal-guid-66092fdb-7fff-97b7-5397-7240db328668"><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Best part that I liked about the book is itโs highly structured & organized content. Author has written the book in a simple & easy to understand language. The book starts with Why adopt Lean followed by how Continuous Improvement (CI) & Quality Philosophy evolved. It also introduces the readers to Lean Thinking & Evolution of Lean. There is also a chapter dedicated on Myths of Lean.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In part 2 of the book, the author proposes a new methodology for lean application called RMAOR (Recognise - Map & Measure - Analyze - Optimize - Repeat) with step by step roadmap and tools and techniques that can be applied. Six Sigma makes use of the DMAIC problem-solving framework, but Lean does not. Hence RMAOR approach is proposed by the author.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">By reading this book, it helped gain clarity on concept of Lean and how it is different from Six Sigma.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The key learnings from the book that I want to share with you are: </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"></p><ul style="text-align: left;"><li><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Lean is a strategy for reengineering an entire organization for breakthrough improvements. In many cases, lean interventions are performed with tools, but there are no ways to do things or beliefs, which is why organizations don't see any lasting results. A lean approach is more than a tool; it is a philosophy that is applied through methods and tools to accomplish a company's financial goals. </span></li></ul><ul style="text-align: left;"><li><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Implementing 5S, Kaizen, and TPM on the shop floor may serve as a good starting point to enroll and involve people in continuous improvement culture, but may not have any breakthrough effects. Only when Lean is applied as a top-down organizational strategy to gain a formidable competitive position does it enhance profitability and growth.</span></li></ul><ul style="text-align: left;"><li><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Six Sigma minimizes variation and defects, while Lean improves manufacturing/service efficiency. Many organizations solve a single problem at a time with one tool, like six sigma. Such approaches do not last long and yields only marginal improvements.</span></li></ul><ul style="text-align: left;"><li><span style="color: #212529; font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The main challenges in implementing Lean are cultural changes rather than technical ones. </span><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">During the transformation process, leaders and change agents must ask, โWhat are the expected outcomes?โ as well as โWhy is the transformation necessary?โ before taking action to transform the organization. The choice of the ideology, methodology and tools should follow, after answering the above-mentioned questions.</span></li></ul><p></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In my opinion, the book offers a comprehensive understanding of Lean and is a great way to learn more about it and thus gain new skills.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi0yLm9gsS61m2tx7sXVtKAadcGi6GPhH-l9JKEJqcl4mIaQ_pZUE2edqU62rZRB98gE_1yZlzNHex_TSNCe2sPIXhgzBwdATOqCWpv-eTkKjO1lohgb_tlhG3bxgUGCZzTf49qBtngi_L8Rqz-JsY-1lBRxLMuLDYuJF2I0TTHOAP6p_boal6r50hAnQ/s3857/IMG_20220319_094242.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="3857" data-original-width="2447" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEi0yLm9gsS61m2tx7sXVtKAadcGi6GPhH-l9JKEJqcl4mIaQ_pZUE2edqU62rZRB98gE_1yZlzNHex_TSNCe2sPIXhgzBwdATOqCWpv-eTkKjO1lohgb_tlhG3bxgUGCZzTf49qBtngi_L8Rqz-JsY-1lBRxLMuLDYuJF2I0TTHOAP6p_boal6r50hAnQ/s320/IMG_20220319_094242.jpg" width="203" /></a></div><br /><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span><p></p><div><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-18637704066844484772022-07-25T18:07:00.000+05:302022-07-25T18:07:32.479+05:30Healthcareโs Evolving Role in Service Excellence.<p><span style="text-align: justify;">On 23</span><sup style="text-align: justify;">rd</sup><span style="text-align: justify;">
July 2022, attended a session organized by Service Knowledge Base (SKB) on Healthcareโs Evolving Role in Service
Excellence. Speaker was Netra Tandon, Head Service Excellence, Aster DM
Healthcare.</span></p><p style="text-align: justify;">The key takeaways are:</p><p><span lang="EN-GB" style="text-align: justify;">Service
Excellence is</span><span lang="EN-GB" style="font-size: 20pt; line-height: 115%; text-align: justify;"> </span><span lang="EN-GB" style="text-align: justify;">a value system on which the success of any brand depends. Creating a unique patient experience will
allow hospitals not only to win the game, but it will allow them to change the
rules of the game altogether. Service is valued more especially by a healthcare
customer, who is willing to pay 4X the price. Recent studies say emotions play
a larger role than analysis in service settings. Decisions of patients to
choose hospitals are 70% emotion based - trust, transparency, confidence,
integrity, etc.</span></p>
<p class="MsoNormal" style="text-align: justify;">A successful Service
Excellence framework is to establish a formal voice of the customer program,
document and deliver on service standards, hire the right talent, equip
employees to deliver on excellence, and create valuable and memorable experiences.</p>
<p class="MsoNormal" style="text-align: justify;">Every customer
journey & feedback is unique. It is very important to know what customer is
saying about the healthcare service provider. This can be achieved e.g. by senior
leaders performing โManager on Dutyโ roles at IPD, and OPD intermittently to know
what the customer is saying. Customer Experience is the key to exceeding customersโ
expectations in the Healthcare sector. Business leaders need advanced
analytics, the ability to deeply understand customers, get insights, and
tell compelling stories. Technology plays a great role in healthcare - establishing
communication touch points e.g. text messages indicating the status of reports,
automatic reminders for the next appointment with the doctor, etc. itโs also about
continuity of care once a patient leaves the hospital so they have a quality
outcome. These are called PROMs (Patient Reported Outcome Measurement) and PREMs
(Patient Reported Experience Measurement). From there, patients can more
proactively drive their own wellness plans.</p>
<p class="MsoNormal" style="text-align: justify;">As a customer or
patient-focused business, healthcare employees must live and breathe company
values, be committed to helping customers solve problems, and be willing to go
above and beyond to serve their needs. To achieve service excellence, total
employee involvement, teamwork & active cross-functional participation is
very important.</p>
<p class="MsoNormal">Service Recovery - Winning Back a Customer
is very important for Healthcare Sector. Healthcare has adopted many best
practices from the hospitality industry. Service Wallet is one such concept wherein a frontline employee can
spend a certain amount in a day without waiting for approval from seniors to
enhance the service experience. A small gesture like sending a bouquet of
flowers with an apology note goes a long way.</p>
<p class="MsoNormal" style="text-align: justify;"><span lang="EN-GB">How do you know
if your customer service is living up to customer expectations? The answer is
in KPIs.</span><span lang="EN-GB" style="font-size: 20pt; line-height: 115%;"> </span><span lang="EN-GB">Some Key Performance
Indicators in Service Excellence Journey for Healthcare Sector are C-SAT, NPS,
Customer Retention Score, Average Resolution Time, Complaint Escalation Rate,
Customer Effort Score, People Competency Development, Develop Effective /
Efficient Quality Management System.</span></p>
<p class="MsoNormal"><span style="text-align: justify;">Why Service
Excellence is required in Healthcare? Health industry and its components owe it
to the clients they have decided to serve. With excellent, value-based
services, there will be more clients, and there will be maximal utilization of
services, resulting in enough revenues and income to continue to operate and
to expand when and as needed. An advice for those who will manage Service
Excellence in hospitals - the journey should start early and one has to be very
perseverant as there are a lot of challenges and new things to learn.</span></p>
<p class="MsoNormal" style="text-align: justify;"><span style="text-align: left;">The session concluded with the speaker
recommending a few books to read on service excellence. They are Service Culture
Handbook by Jeff Toister, Delivering Happiness by Tony Hsien, Be our Guest by Theodore
Kini, Human Sigma by Jim Asplund & John Fleming.</span></p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-83920281154897698582022-07-01T18:05:00.007+05:302022-07-01T18:07:49.292+05:30 Corporate lessons from political happenings in Maharashtra<p></p><ol style="text-align: left;"><li> Top Boss must be accessible to ALL: MLAs rebelled due to inaccessible CM.</li><li>Wrong business Alliances can break your company: SS entered into an alliance which was against the political ideology. Cultural integration became an issue, ultimately failed.</li><li>If unemployed, be ready to accept one level down position: Devendra Fadanvis assumed the post of Deputy CM after serving as the CM in his last stint.</li><li>Experience is superior to the inheritance: 2/3 of the MLAs supported Mr. Shinde who is a home grown talent of the party over the political heirs of Late Shri Balasaheb Thackeray.</li><li>Do not neglect your middle management: a neglected middle manager can be the future CEO of another company.</li><li>When the other party needs an alliance: negotiate hard- NCP and INC grabbed meaty portfolios in previous govt. They were aware about the shorter life span of the alliance.</li><li>CEO can't be on WFH.</li><li>Never underestimate your competition no matter how long you may have been in the field of politics. Devendra Fadnavis whose age is even less than the number of years Sharad Pawar has been a politician, yet he had this time going for him.</li><li>Always keep your eyes and ears open and be alert to all the happenings around you. The home minister of Maharashtra was caught unawares of the movement of state MLA's from one state to another in the middle of the night.</li><li>Gone are the days when you could be a chief minister or a minister of state for full five years. VUCA times is applicable to politicians as well. We have seen in the last 3 years that Maharashtra state has had 3 CM's, one for 2 days to another one for 2.5 years and now another one helming the affairs for the moment.</li><li>The sky is the limit for those who can dream and work towards it. Even an Auto Rickshaw Driver can become CM of a state that is the financial capital of the country.</li><li>We, as voters need to vote for a party based on what they have done for the state and it's people and what they can do in the future. Should not vote based on ideologies, freebies and populist measures.<div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjuyTZRN6o8YogXgPlQvzQ11ltjoPylpPpaaX_VXnXTcjOC2AoYd4UOYlf03VUCTIGQVivNe7pnSBhuoQXEQLxwSgVsve66bRYEeKDF__r3vtsVX0RKDFUJIAk7OuSWM2w8dP4VwBu53aKpBbt0psfHMpIRPj6KzMXuGdo91Yaow5ACr84CNnHP_5Ffgw/s800/1656651493808.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="600" data-original-width="800" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjuyTZRN6o8YogXgPlQvzQ11ltjoPylpPpaaX_VXnXTcjOC2AoYd4UOYlf03VUCTIGQVivNe7pnSBhuoQXEQLxwSgVsve66bRYEeKDF__r3vtsVX0RKDFUJIAk7OuSWM2w8dP4VwBu53aKpBbt0psfHMpIRPj6KzMXuGdo91Yaow5ACr84CNnHP_5Ffgw/s320/1656651493808.jpg" width="320" /></a></div><br /></li></ol>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-77177689695402032722022-06-24T11:02:00.001+05:302022-06-24T11:03:50.060+05:30Business Process Management (BPM) and how it delivers value to an organization <p><span style="font-family: Arial; font-size: 11pt; white-space: pre-wrap;">I listened to Anshuman Tiwari discussing all aspects of Business Process Management (BPM) and how it delivers value to an organization in a podcast hosted by Daniel Rayner that aired on 30th May. This is what I learned from the conversation:</span></p><span id="docs-internal-guid-8a65b3d1-7fff-4d31-fb05-4a88fa89f284"><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Why do some organizations treat process-centricity well, while others do not?</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Nobody wants to fail, and companies with more success tend to have a clear focus and don't experiment with new ideas all the time. The problem with less focused or less cognizant organizations is that they don't see any significant results in one or two quarters, no change in profitability, so they decide that it's not worth it and give it up. The more clear-headed and focused organizations know that they will suffer short-term pain, but they will come to appreciate it after a certain period of time, and then the fruitful period will arrive. As individuals build habits, organizations also require time to build habits, which is why it takes a long time. This is the main reason why some organizations are successful with processes-centric approaches, while others fail.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">What drives an organization to adopt a process management approach, and what are the most common reasons for doing so?</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Organizations that multiply and add departments, locations, products & services tend to have processes that are patchy or like Band-Aids, holding things together. It is common for companies to design processes in silos. Consequently, a lot of stuff is passed from department to department, for example, sales give items to operations, operations says itโs waiting for someone, etc. Eventually, it becomes overly complex to handle. Therefore, the end result is poor quality products or services that dissatisfy customers. Therefore number one driver when companies are looking to adopt a process management approach should be simplification combined with customer experience.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The second is cost because as you add parts to your process and everyone has to be paid, the process becomes more costly as a result because you are putting more in to get the same value out. Eventually, the process that is added is giving less return. </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The third driver is people being employed.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In view of limitations in the number of word characters in a LinkedIn post, part 2 of this conversation will appear tomorrow.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">What challenges will an organization face as it embarks on this process management journey?</span><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; white-space: pre-wrap;">Alignment, Infrastructure & Response</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; white-space: pre-wrap;">Organizational alignment is the biggest obstacle. Process Management is about taking steps to achieve an intended outcome and planning, improving, and controlling the process. It seems that processes have the highest priority in operations-related functions. Functions like sales, after-sales, HR, finance, procurement, etc. seem to be uncoordinated. If operations is only going to BPM, then the business part is already out and the process is also limited. So in a way, only a limited process is being optimized, a shorter process. Most process improvement projects are more effective when they are multifunctional.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">It is also important to create an infrastructure that manages processes because nothing will happen by itself. People may notice you, but you won't get anything accomplished.</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">People engagement is another challenge. Picking and training the right people for BPM is the key to overcoming this challenge. Organizations need to recognize that every employee does not have the temperament to be an improvement professional. Some may be good at planning, others at compliance, hence recognize who is good at what and train them accordingly. </span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">How do you get different functions aligned to process management and ensure that itโs not just confined to one area or function?</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><span style="font-size: 11pt;">Seek out quick wins and influencers. It can be done by starting where you are, don't wait for instructions from Senior Leadership, find some quick wins, and you will see you will always have takers, see them as examples, make them heroes, and eventually, they will do the talking for you, to bring more people in. </span></span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Try to solve problems that affect a large group of people, since these will become your ultimate examples. E.g. Solve problems for HR or for Finance because their problems impact a large number of people and when people see that change, they will begin to think that this works, so maybe we can support this. Donโt go in for specalised solutions as nobody will get to know</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Conclusion</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Process management today - The last 2 to 3 years have shown that technology is critical, the world is fragmented and remote teams will work together in the future, this will continue in the foreseeable future</span></p><p dir="ltr" style="line-height: 1.38; margin-bottom: 12pt; margin-top: 12pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Process mining is going to become very important because a good process mining software can run incognito without any people intervention and can tell you how your processes are operating and where are the pitfalls. This is equivalent of you walking around the process and doing the Gemba. Process Management is more Gemba & Conversation, Are you visiting this part, are living this part, are you talking to people as compared to doing it on Powerpoint, Visio, Email, etcโฆ</span></p></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-7679613432181338652022-06-22T11:31:00.000+05:302022-06-22T11:31:10.515+05:30Qualities, Skills & Competencies required for The New Age Manager<p><span style="font-family: Arial; white-space: pre-wrap;">With time change, everyone is going through a process of transformation. It is no different for managers, the New Age Managers. How do new-age managers fit into the needs of new-age organizations? </span></p><span id="docs-internal-guid-85de5fff-7fff-b4e8-8c5f-295eca022bb9"><p style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: left;"><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">A report from the </span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">Business Manager</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> for </span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">June 2022</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> by Management veterans and Industry experts who have seen and experienced generations shares the following insights</span></p><p role="presentation" style="font-family: Arial; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; text-align: left; white-space: pre;"></p><ul style="text-align: left;"><li><span style="font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">By being aware of the change in </span><span style="font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">employee psychology</span><span style="font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> - Managers should unlearn the intuitive side of decision making and turn towards new, rich analytics based decisions.</span></li><li>By <span style="font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">learning to transition </span><span style="font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">from authority to informality, from democratic to inclusive, and from the top down to the bottom up, transforming from a traditional authority figure to a trusted mentor, coach, and friend.</span></li><li>Focusing on facilitating performance and reducing friction to <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">manage continuous change.</span></li><li>Becoming <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">people managers</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">, starting with dedicated efforts around wellness and care, leading to the creation of a psychologically safe environment where teams can thrive and unlock their potential.</span></li><li>By being <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">agile</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">, i.e. able to quickly pick up new skills.</span></li><li>Adapting quickly to the rapidly <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">changing environment</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> will be necessary for managers as they will be evaluated based on their capabilities in the areas of motivation, technological, cultural, social, emotional, economic, and digital agility. New age organizations will operate using these competencies.</span></li><li>Demonstrate compassion<span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> by moving beyond the industrial-era style of command and control and instead creating cultures of empowerment and contribution. Make decisions and solve problems more quickly by flattening out the hierarchy.</span></li><li>In this digital age, <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">learn how to lead teams</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">.</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;"> </span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The new managers will require a very different set of tools, e.g., agility, frugality, as well as a core of trust, empathy, and compassion.</span></li><li>The <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">human touch</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> is going to be more and more important as technology advances, as it is at the core of our human nature. We will never be able to replace human interaction completely.</span></li><li>It's all about embracing new initiatives that will lead to <span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; font-weight: 700; vertical-align: baseline; white-space: pre-wrap;">innovation at workplace</span><span style="font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"> since leadership style will always remain the same whether you're a fresh manager or seasoned manager leading through turbulent times. To stay on the crease and make way for the team while handling every challenge that comes your way and still be able to withstand emotional pressure will be a challenge for the new age leader/manager.</span></li></ul><div><span style="font-family: Arial;"><span style="white-space: pre-wrap;">To conclude, these required qualities are not new and have always been identified, known and taught across ages. But the gap always has been in practicising them consistently. But what is changing is the degree of importance in implementing them NOW, in the current paradigm, it becomes more imperative & urgent.</span></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-83711752096955052182022-06-20T17:17:00.002+05:302022-06-22T11:24:57.459+05:30Pragmatic Leadership<p><span style="color: #202124; font-family: Arial; white-space: pre-wrap;">On the 4th of June, I took part in an online lecture on '<b>Pragmatic Leadership</b>'. Narayanan NC provided excerpts from his book, 'Pragmatic Leadership,' including what to expect when you read it.</span></p><span id="docs-internal-guid-558d18f9-7fff-62cc-c9bf-3072d9e9d60c"><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; white-space: pre-wrap;"><b>Pragmatic leadership refers to the development of leadership through practical methods. </b>Leadership explained in plain English is the book's goal. This book is designed to help readers shape themselves into future leaders and to provide guidance on what skills are necessary to succeed in business. We all have read many Western leadership books, but Pragmatic Leadership takes us to the eastern path of leadership. This book shares the author's own life experiences with leadership. </span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; white-space: pre-wrap;"><br /></span></p><div class="separator" style="clear: both; text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg99-6Ssudiaq1YE71huFHE6IItRicHXL14mQp3Ea8KoVocWQaUfrYZwqZZosOEmHU2GmoqT3tZ7KevOhO46ZMDzFRsV8X5fK2nD8ZS_oKRid8Cnmv_QoOP-_sqJCA97NZCGWk2uGZQ8Qg9iH1Io9oq4FE5Km9LQezrvcv00CWUTvH7Moks4wp48S6Kww/s4160/IMG20220620075802.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" data-original-height="4160" data-original-width="3120" height="400" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg99-6Ssudiaq1YE71huFHE6IItRicHXL14mQp3Ea8KoVocWQaUfrYZwqZZosOEmHU2GmoqT3tZ7KevOhO46ZMDzFRsV8X5fK2nD8ZS_oKRid8Cnmv_QoOP-_sqJCA97NZCGWk2uGZQ8Qg9iH1Io9oq4FE5Km9LQezrvcv00CWUTvH7Moks4wp48S6Kww/w326-h400/IMG20220620075802.jpg" width="326" /></a></div><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Leadership begins from within i.e. Personal Leadership which is followed by Team Leadership & finally Organizational Leadership. </span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; white-space: pre-wrap;">Indian paradigm states that every human being is born with capability. Every human being has the power of becoming a leader provided he or she chooses to sharpen those skills. If you are a good observer & conscious of your brainโs functioning, you will be able to develop Leadership skills. You do not need to have taken the Leadership Course from Harvard. People become leaders when they develop competencies in themselves.</span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In order to grow in your career, <b>you must create value. </b>By improving top line, bottom line, and perpetuity of the organisation we work for, we create value for that organization.</span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><b>Utility + convenience equals personal equity.</b> A multi-skilled person is able to contribute to the organization through utility skills. "How easily others can work together with us without hassles" determines convenience.</span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Difference between a Transformational Leader versus Transactional Leader is that whilst the latter are always doing the same thing day in & day out, Transformational Leaders are always bringing about change</span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Extensive & Intrinsic Motivation are needed to be a Leader. We need to take charge of our own development by using our own brain power & moving forward. Expecting the organization to take care of your development, your growth is not the right approach.</span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"> </p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt; padding: 0pt 0pt 3pt 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><b>A leader's golden rules</b></span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 3pt; margin-top: 0pt;"> </p><ol style="margin-bottom: 0; margin-top: 0; padding-inline-start: 48px;"><li aria-level="1" dir="ltr" style="color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: decimal; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: transparent; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Donโt focus only on technical skills. Else you will be stuck in career growth by age of 35-40 years. Try to develop your overall personality.</span></p></li><li aria-level="1" dir="ltr" style="color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: decimal; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="background-color: white; line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="background-color: transparent; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">The manner in which you interact with other people, your peers, supervisors, etc., and how you are perceived as a relationship person, is very important for your career path</span></p></li><li aria-level="1" dir="ltr" style="color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; list-style-type: decimal; vertical-align: baseline; white-space: pre;"><p dir="ltr" role="presentation" style="background-color: white; line-height: 1.38; margin-bottom: 3pt; margin-top: 0pt;"><span style="background-color: transparent; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">Work beyond your organization's boundaries without waiting for it to give you the opportunity. Take on some of your boss' responsibilities.</span></p></li></ol><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 3pt; margin-top: 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></p><p dir="ltr" style="background-color: white; line-height: 1.38; margin-bottom: 3pt; margin-top: 0pt;"><span style="background-color: transparent; color: #202124; font-family: Arial; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><i><b>This book has certainly caught my attention and I'm looking forward to reading it. How about you?</b></i></span></p><div><span style="background-color: transparent; color: #202124; font-family: Arial; font-size: 12pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;"><br /></span></div></span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-81867013580517131062022-05-31T07:37:00.005+05:302022-05-31T07:37:47.009+05:30Differences between Assessment and Audit<p><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">1) Auditors assess compliance, while assessments analyze the maturity and depth of a system</span></p><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">2) The audit process is a pass/fail one. Assessments are a way of grading the maturity level of the process that helps the organization plan for its future growth in its pursuit of excellence. An assessment gives the organization a sense of where they stand and what needs to be improved.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">3) The audit is a very specific examination within a predefined scope. Assessment is much more holistic and broader. An assessment does not get into minute details about every element of the excellence model against which the assessment is being conducted. A big picture view is used.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">4) The audit is conducted according to a set of standards. The assessment focuses on a range of best-in-class criteria.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">5) The length of time for an audit varies with the size of the organization, the locations to be covered, and the allocation of manpower, while the length of time for an assessment is usually 3 or 4 months with predefined steps. Key business factors are agreed to, followed by individual assessments, and then by consensus, forming a single viewpoint for the assessee company. A site visit then follows to verify or clarify critical issues identified during assessments with company officials. Upon completion of the site visit, the assessment concludes with the submission of a final feedback report based on the data gathered.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">6) As most audits are accompanied by a predefined checklist, audits do not generally require high skill on the part of the reviewer. An assessment requires high levels of maturity on the part of the reviewer. This means being open to learning, appreciating, and developing.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">7) Audits pinpoint mistakes, and assessments identify what's working well for you (best practices).</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">8) Having the mindset of an inspector is essential for an auditor. An assessment requires a developmental coach mentality, the assessor must demonstrate the spirit of appreciative inquiry</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Last but not least, while audits conclude with the submission of the report, assessments are not just about giving feedback, but are also about the learnings acquired from the assessors throughout the assessment process. As a result of feedback, what are the key points the organization remembers that helped them improve their systems? Itโs about getting people engaged and having a positive impact. </span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit !important;" /><span style="background-color: white; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px;">Audited vs. assessment: which is better? Thoughts?</span>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-80751649477351875302022-05-28T11:46:00.004+05:302022-05-31T07:38:05.758+05:30๐๐ก๐ฒ ๐๐จ ๐๐ฎ๐๐ข๐ญ๐ฌ ๐ญ๐๐๐๐ก ๐ฎ๐ฌ ๐ฌ๐จ ๐ฆ๐ฎ๐๐ก?<p><b>An audit is a learning experience for both the auditors and auditees</b></p><p><span color="rgba(0, 0, 0, 0.9)" face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;">You can learn about an organization's processes and systems by performing an audit, as well as the best practices it implements. Because auditing aims to compare actual results to a set management systems standard (MSS) such as ISO 9001 that the organization has decided to follow. Thus, the Auditor must learn everything about the standards to do the job. </span></p><span color="rgba(0, 0, 0, 0.9)" face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;">Likewise, MSS describes how an organization operates. As a result, the auditor would be able to examine many aspects of how the organization operates. As a result, you will gain a great deal of knowledge about how various functions in an organization work and achieve their objectives. Gaining exposure to many areas of work can provide enormous rewards, as one builds a career in a specific field. When you have such exposure it's very easy to grow professionally and move up to senior positions.</span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit;" /><span color="rgba(0, 0, 0, 0.9)" face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;">Imagine someone who understands the organization well, knows which areas are of priority, what are the most critical areas that the organization can't afford to fail, can build relationships with those around them; has all the ingredients to navigate the organization, and climb its ladder. </span><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit;" /><br style="background-color: white; box-sizing: inherit; color: rgba(0, 0, 0, 0.9); font-family: -apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif; font-size: 14px; line-height: inherit;" /><span color="rgba(0, 0, 0, 0.9)" face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;">In addition, auditors are required to work with their colleagues (auditees). Normally, they will have difficulties getting cooperation. By doing auditing, It is the perfect setting for developing soft skills such as how to build relationships, offer constructive feedback, empathize with front-line realities and constraints, and pick up those who fail badly. Auditing has great potential, but necessary soft skills are important to make the most of it. Therefore, to leverage the above advantage of an audit position, the person must possess a growth mindset and high EQ.</span><div><span face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;"><br /></span></div><div><span face="-apple-system, system-ui, BlinkMacSystemFont, "Segoe UI", Roboto, "Helvetica Neue", "Fira Sans", Ubuntu, Oxygen, "Oxygen Sans", Cantarell, "Droid Sans", "Apple Color Emoji", "Segoe UI Emoji", "Segoe UI Emoji", "Segoe UI Symbol", "Lucida Grande", Helvetica, Arial, sans-serif" style="background-color: white; font-size: 14px;">To conclude, </span><span face="-apple-system, system-ui, BlinkMacSystemFont, Segoe UI, Roboto, Helvetica Neue, Fira Sans, Ubuntu, Oxygen, Oxygen Sans, Cantarell, Droid Sans, Apple Color Emoji, Segoe UI Emoji, Segoe UI Emoji, Segoe UI Symbol, Lucida Grande, Helvetica, Arial, sans-serif"><span style="font-size: 14px;">Auditing provides a development opportunity for the people doing the audit.</span></span></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-67882492456290045002022-05-24T13:10:00.005+05:302022-05-24T13:10:58.279+05:30Model for Evaluating Audit Compliance based on Ratings, A Better Way To Measure it<span id="docs-internal-guid-e99266fd-7fff-8ccc-a0c9-72cb5eccaa08"><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; white-space: pre-wrap;">An organization, division, or department can use a Maturity Model to gather information about the current compliance rate. </span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">My recommendation for measuring maturity is to use the following model, where a scale ranging from 1 to 5 will be used in determining how closely the requirements have complied.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">1 - No formal approach was taken. Most activities are ad hoc or unstructured. A professional structure has not been established.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">2 โ Some Approach. Some activities have been outlined. Some of the requirements of the standard have been met in part.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">3 โ Normal Approach. Documented policies and procedures are integrated into the requirements of the standards.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">4 โ Continued improvement emphasized. Performance metrics have been implemented to monitor performance. The function is well managed.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">5 โ Best-in-class performance. Activities are top-level and are part of the organization's governance structure.</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">A maturity model can help organizations measure where they are, and compare their current state with where they want and need to be</span></p><br /><p dir="ltr" style="line-height: 1.38; margin-bottom: 0pt; margin-top: 0pt;"><span style="font-family: Arial; font-size: 11pt; font-variant-east-asian: normal; font-variant-numeric: normal; vertical-align: baseline; white-space: pre-wrap;">In the long run, a more mature management system will enable better decisions and result in better outcomes. </span></p><br /><br /><br /><br /></span><p> </p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-72549125094923685532022-01-12T12:33:00.011+05:302022-01-13T07:27:45.763+05:30Time for Aligning Incentives with Performance <p style="text-align: center;"><b>Fixed vs Variable Pay, Conundrum</b></p><p style="text-align: justify;">What Tejinder Kalsi being the HR head of this logistic company โ Highway Cargo Movers Pvt. Ltd was afraid of some time back, has started coming true before him. Last three months data reflected that attrition has reached 22% against an average of 3-4 %. It was an alarming situation as he has been asked to identify the reasons, take corrective measures, and also plan to recruit the persons to fill the vacancies as a priority.</p><p style="text-align: justify;"> It was not difficult for Tejinder to identify the reasons. Actually, he knew it already and even sounded the MD also beforehand but he was sidelined.</p><p style="text-align: justify;">Highway Cargo Movers in the business of logistics has an impressive market share and enjoys a good brand having offices and warehouses in all prominent cities to serve end-to-end clients' requirements. Co. has a fairly structured compensation policy having components of fixed pay and variable pay apart from incentives. It was designed in such a transparent and simple way that employees at large were satisfied and felt secure. The variable part was from 5% to 20% depending upon the level from top management to lower-level employees. In other words, while lower-level employeesโ variable pay was 5%, top management level employees were put in a bracket of 20%. This variable part was payable annually based on company performance and business results. Middle and lower-level employees were in a secured job zone and were giving their best. The company was also registering profits year by year.</p><p style="text-align: justify;"> Apart from the pay component of fixed and variable, there were incentive schemes at individual and group/ team level depending upon the nature of work of departments. The objective behind designing an incentive scheme was to keep employees motivated and well rewarded to increase in turn the customersโ satisfaction level. Group incentive was applicable in those departments where it was difficult to ascertain individual contribution and the result was largely dependent on teamwork. However, the percentage of incentives was lower at a higher level and higher at a lower level. The incentives were paid quarterly.</p><p style="text-align: justify;">During Covid when all other companies were reducing their employee headcounts to control costs factor and business took a deep dive and overall demands were at the lower side, the company decided not to reduce the headcounts during the crisis and support employees and their families, as it did not want to lose good people and moreover, it was not appropriate time to terminate even those employees who were not performing up to expectations. The company used reserves to meet out expenses because they were sure that the market will soon be up. Due to Covid, company profits have gone down. In such a scenario, the Company board thought of taking some effective cost-cutting measures. </p><p style="text-align: justify;">Tejinder communicated in a well thought and worded mail to all employees reinforcing company values and commitment towards its people that there were no reasons to be scared of as the company has decided not to reduce any person during this hard time and employees should continuously put in their hard work and all efforts to bounce back and bring the company back on profits path.</p><p style="text-align: justify;">Tejinder was also asked by the board to control costs by not recruiting new people but instead by redefining the job profiles and distributing excess work if any amongst existing employees by taking a route of job enlargement.</p><p style="text-align: justify;">Further to control costs, Management decided to restructure the compensation package to increase the variable pay component and reduce the fixed pay in a reasonable proportion. Tejinder expressed its reservation on this proposal as it may lower down the employeesโ morale and diffuse/dilute the motivation level, company achieved in terms of employer brand value and work culture by not reducing the employees during the covid period. Tejinder was of the view that it may also lead to a high level of attrition as after the covid situation, the market started opening up and activities were heading towards normalcy. The Tejinder view was taken more towards the softer side and of remaining in the comfort zone. Tejinder suggested that the incentive scheme may be redesigned and its load can be reduced by keeping a certain level of senior employees out of the scheme as they were already well paid. He also suggested that even if the restructuring of compensation was to be done, it should be done only in respect of senior employees. The third suggestion, he put forward is that this year's annual increment either be deferred or if given should be a very minimal level. These all measures can very well take care of cost reduction without much impact on employees particularly at lower and middle levelsโ take-home salary. But his suggestions were turned down. A few days later, the message was communicated by CEO to all employees through the mail directly announcing the increase in variable and reduction in the fixed component of salary.</p><p style="text-align: justify;">Company management was of the view that this restructuring will not have much impact on employeesโ positive sentiment because anyhow company will perform better and will recover the lost ground soon, but its boom ranged. Across all offices and warehouses, middle managers and lower-level employees started raising concern and dissatisfaction. A sense of insecurity prevailed as their take-home pay was reduced. Tejinder was on fire fighting mode to contain the dissatisfaction and was counseling the employees personally over the phone and at a personal level where possible along with his entire HR team. He sent personal messages to employees explaining the reason behind the move and reminded them of company management gestures during the covid time.</p><p style="text-align: justify;">When Tejinder was busy diffusing this crisis; department heads increased the targets at their level without even taking Tejinder into confidence. This action poured more fuel into the fire. Employees felt that by increasing targets, management do not want to pay the incentives also as in their opinion, the targets were not realistic and impossible to achieve in the present business environment. Tejinder, when came to know, commented to CEO that increasing the targets was not well thought of about its timing. The pressure was mounting from all corners on the HR to roll back the compensation structure on the increased variable components.</p><p style="text-align: justify;">The feedback also reached to CEO about the displeasure of employees in rank and file about the increased variable component in revised pay structure but on the advice of other department heads that the acceptance of the revised pay structure will come slowly and management should not roll back its decision, CEO ignored the feedback.</p><p style="text-align: justify;">Within three months, resignations started flowing in across all levels. The Maximum was of middle and managerial levels. The attrition rate increased. Tejinder sent the attrition report with exit interviews feedback to CEO through the mail.</p><p style="text-align: justify;">CEO called Tejinder to meet him the next day with proposals to control the damage and further possible corrective measures.</p><p style="text-align: justify;"> Tejinder was thinking as if the organization has come back to square one?</p><p style="text-align: justify;"><b><u>Questions for discussions and solutions</u></b></p><p style="text-align: justify;"><b>1) Critically examine the company approach in restructuring the compensation policy?</b></p><p style="text-align: justify;">Highway Cargo Moverโs Pvt. Ltd. had a fairly structured compensation policy that had components of fixed & variable pay apart from incentive structures. Employees felt satisfied & secured by and large with the simple and transparent compensation structure. There also existed a quarterly incentive scheme at the individual & group level depending on the nature of work of the departments. All of this kept the employees motivated and well rewarded that in turn increased customer satisfaction levels. However during the Covid-19 pandemic times, Highway Cargo Movers decided to restructure the compensation package, the objective being to increase the variable pay component and reduce the fixed pay in a reasonable proportion. This didnโt go down well with the employees who all of a sudden started to feel insecure in their jobs. This was further aggravated by the fact that department heads increased targets at their level. Employees felt that by increasing the targets, management did not want to pay the incentives also they felt that the targets were not realistic and impossible to achieve in the present business environment. So it was a negative sentiment prevailing all around. All of this also added fuel to the fire. </p><p style="text-align: justify;">Companies' approach in restructuring the compensation policy was a one-sided decision. It did not take employeesโ feedback or their concerns into account while it underwent restructuring. It looks like Highway Cargo Movers tended to prioritize short-term financial results over the long-term well-being of their employees. Such decisions can also pose a reputational risk for the company. These actions undid all that Highway Cargo Movers had achieved in terms of employer brand value and work culture by not reducing the employees during the covid period. It lowered the employee's morale and diffused/diluted their motivation levels.</p><p style="text-align: justify;"><b>2) What should be the ideal compensation policy having fixed and variable components?</b></p><p style="text-align: justify;">A good compensation system or policy always begins with an organizationโs strategic goals. When compensation is misaligned with them, trouble ensues. Decisions about executive pay can have an indelible impact on a company. When compensation is managed carefully, it aligns peopleโs behavior with the companyโs strategy and generates better performance. When itโs managed poorly, the effects can be devastating: the loss of key talent, demotivation, etc....as is seen in the case of Highway Cargo Movers wherein the last three months data reflected that attrition had reached 22% against an average of 3-4 %. Given the high stakes, it was critical for the companyโs management team to get the compensation right. An ideal compensation system should be designed along four dimensions: fixed versus variable, short-term versus long-term, cash versus equity, and individual versus the group. The factors that drive choices should include the firmโs strategic objectives, ability to attract and retain talent, ownership structure, culture, corporate governance, and cash flow. When setting executive pay, the company must decide how much will be variable or fixed, awarded in the short term versus the long term, delivered in the form of equity versus cash, and tied to the group versus individual performance. None of this is seen being researched or studied or taken into account by Highway Cargo Movers while restructuring their compensation policy.</p><p style="text-align: justify;"><b>3) Where do you find Tejinder in this case? Why he could not influence business leaders to stay away from restructuring the compensation policy? What could have been done to create employees' acceptance?</b></p><p style="text-align: justify;">Tejinder's view was taken more towards being on the softer side of the employees and of being in one's comfort zone. Tejinder was being viewed as one unable to be part of difficult organizational and business decisions. He was seen as being softer towards the employees, concerned for their well-being wherein the need of the hour was to take actions to ensure the survival of the company as its profits had gone down due to pandemic and still the company had decided not to lay off any employee during these hard times. It was utilizing its reserve funds to tide through these difficult times. Highway Cargo Movers as a Company needed to be sustainable and therefore it needed to restructure its policy.</p><p style="text-align: justify;">To gain employees' acceptance, Tejinder could have communicated early and often through emails, meetings, video messages, and other channels, he could have announced the restructuring plan, clearly conveying why the change is being made and what can be expected. He could have charted a path for the employees in the revised structure so that they would get more clarity on it & perhaps gain their acceptance.</p><p style="text-align: justify;"><b>4) If you were in his place, what would have been your approach to handling the whole issue?</b></p><p style="text-align: justify;">A company needs to give its employees meaningful work and then provide them with the resources they need to be successful. A thoughtful compensation plan makes the team feel valued, and that can be done with pay, noncash incentives, and many other contributors to workplace happiness. Good pay with a couple of perks will not stop the employees from leaving an otherwise miserable job. Compensation goes hand-in-hand with corporate culture. Well-designed incentives can respond to internal and external stakeholdersโ priorities as well as reinforce that sustainability efforts can have both financial and non-financial results. Highway Cargo Movers should take efforts to build a great company culture and employees will be eager to join its team and stay. </p><p style="text-align: justify;">Below mentioned would be some of the strategies (approaches) to handle the whole issue i.e. stem down the flow of attrition and also recruit new hires & retain them.</p><p style="text-align: justify;"><b><u>1) Pay for performance. </u></b>When weโre hiring someone, cushion the offer with a lucrative bonus structure, commission pay, or other performance incentives. That way, they get paid for the value they add, up to. </p><p style="text-align: justify;"><b><u>2) Leverage equity compensation.</u></b> Give each incoming employee an equity grant that vests over a certain period with a say one-year lock-in, so if a new hire leaves within the first year, the person is also leaving behind the shares. Highway Cargo Movers when granting these options must explain to the incoming employee what they might translate to in cash as the company grows, and also discuss how that employee can contribute toward increasing the stock price.</p><p style="text-align: justify;"><b><u>3) Leverage profit-sharing instead of equity sharing, </u></b>whereby all eligible employees take home a set proportion of cash proceeds at the end of each quarter. </p><p style="text-align: justify;">In both scenarios, the team does well when the company does well, thereby aligning incentives for performance.</p><p style="text-align: justify;"><b><u>4) Reducing the risk in case of turnover by introducing a signing bonus or quarterly retention bonuses, both of which are swiped if an employee leaves the company too soon. </u></b>A signing bonus can also be given to poaching an executive from the current company before an annual bonus, the cash upfront is a form of reimbursement for what the person will be leaving behind. The initial outlay for Highway Cargo Movers can be worth the cost savings of retaining good talent.</p><p style="text-align: justify;"><b><u>5) Invest in training and professional development.</u></b> Highway Cargo Movers can pitch to prospective hires on the opportunities theyโll have to grow and advance in their career at the company. Successful professionals have invested in their careers and want to continue to do so. The Company can introduce an L&D policy wherein the team is encouraged to take time during work to develop new skills or to speak at conferences. Employees can be asked to set goals and report on professional growth during quarterly reviews. This may cost Highway Cargo Movers a few hours of productivity per month, but they will earn back that time back as its employees will have by that time, leveraged new skills or networks to be more efficient at their jobs.</p><p style="text-align: justify;"><b><u>6) Create a formal mentorship program wherein junior employees are matched with senior ones.</u></b> Connect employees to experts in their field for one-on-one coffees and institute weekly lunch and learns wherein interesting people from the industry are brought in to share their experiences with the full team or they teach something new. Highway Cargo Movers by showing that it has invested in helping people grow can be a big draw during the recruitment process.</p><p style="text-align: justify;"><b><u>7) Promote balance and flexibility.</u></b> Adopt other noncash incentives such as generous vacation and leave policies, flex time, remote days, or sabbaticals for senior employees. Have an unlimited vacation policy with a requirement that the team members take at least three weeks off over the year. Allow employees to work from home, donโt mandate set work hours. Many of these perks can be especially attractive to those with family obligations, being able to work remotely with the family at home can dramatically simplify oneโs life.</p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-6763875702529226492021-11-05T12:11:00.005+05:302021-11-05T12:11:43.125+05:30Turn the threat into an opportunity <p style="text-align: center;"><b>Social Media Policy at Workplace, A double edged sword - to be or not to be</b></p><p style="text-align: justify;">Monkey IT solutions is a web designing and software development company. The technology based company is into the business of app based applications, website development, digital marketing. The only five years old company has earned very good reputation in terms of timey delivery of products and after sales service resulting into capturing the big chunk of mid size segment of clients . The USP of the company has always been to keep fewer profit margins and increase sales volume. In some digit marketing campaigns the company has earned good name. During covid company could visualize the growing need of tech based applications and started developing this vertical especially for Tech HR applications and their solutions.</p><p style="text-align: justify;">Company increased hiring in a time when others were laying off their staff. Company HR department policies are very progressive, sensitive and responsive to employee needs. Its headcount reached to around 300 after new hiring. Having its HO in Gurugram, Company has also plans to open new offices in Pune and Bengaluru.</p><p style="text-align: justify;">Working in a vibrant work culture with high degree of trust, company never thought of putting any restrictions on employeesโ movement, flexible working hours were in place since inception of company, work from home and remote working was introduced in company much before covid disrupted the business and work life. There were no restrictions on employees for using social networking sites even during working hours. Employees were frequently active and live on networking sites also while working on their projects.</p><p style="text-align: justify;">Meher Sen the newly joined product manager was though excited to work in such a open work environment, but somehow noticed that employees in his section were consuming much office time in chatting on networking sites and keeping them engaged in digital world which hardly had any connection with company work or benefitting company in any way. Sen concluded of his own that few projects which were delayed was due to this reason and employees were not able to concentrate them fully on the projects and meet the deadline.</p><p style="text-align: justify;">Sen also noticed that few employees were freely exchanging their political views on social media sites while working resulting into mutual conflicts in teams affecting the company work. Employees with differing political ideology got polarized in teams against those who aired different views without assessing its impact on their teamwork. On some occasions during lunch or tea breaks people were noticed getting in heated exchanges of discussions on political issues.</p><p style="text-align: justify;">One day when Sen was passing through the row of one of his team to take a check on the status of the modules assigned to him. The modules were to be sent to the client after noon of that day and wanted to ensure if the things were on right track. He noticed that team lead was surfing through the networking sites and exchanging messages. Sen looked at team lead computer screen from behind and found him accessing Face book and relaxing with ease, contrary to his expectations of finding team lead working on the module. One hour back when Sen checked with him on the status of the module work, team lead replied to him that he is working on the same will send to client well before time. He needs not to worry.</p><p style="text-align: justify;">Sen did not interrupt team lead in between and quietly went back getting annoyed. Sen has always been against the use of social media networking sites by employees at workplace. He was of the considered opinion that use these sites by employees is a double edged weapon which can be used against the company management by ant disgruntled employee and has potential to malign the brand image of the company. It was because in his earlier company some employee recorded an official conversation held between him and his manager and posted at social media that brought bad name to the company. After that, company decided to block all the social media/ networking sites and prohibited employees for its use during duty hours. Company also brought in new social media use policy for employees where employees were restricted to post any message in official capacity at any networking sites about company affairs or business or any happens. Communication department was created and after their approval only things were allowed to go on air. </p><p style="text-align: justify;">Sen wanted same policy here. He initiated this idea earlier also in meetings but HR was not in favour any such policy. HR Head Malti was of the view that employees should be trusted to complete their work productivity in time and networking on social media is something that helps them to relieve , rejuvenate and de-in an otherwise hectic and pressured work schedule. Using networking sites in free moments can serve as a stress buster. </p><p style="text-align: justify;">Sen went to Malti seat and requested her to come to meeting room to discuss some important issue. Malti was taken aback. She was engaged in some other important assignment and was not prepared for non scheduled meeting just before lunch timings.</p><p style="text-align: justify;">โCan we meet after lunchโ? Said Malti.</p><p style="text-align: justify;">โThat would be too lateโ. Replied Sen.</p><p style="text-align: justify;">Malti got up and went to meeting room with Sen. Sen started, โwhat I was suspecting, has now proved. I need your immediate attention and action on the issue. I have just come from the seat of Team lead who supposed to complete the modules, show me and send to clients today by 2.30 PM. Now It Is 1PM and he is busy on face book commenting on friendsโ posts. I wonder when he gets time to work, when he is mentally engaged in these social media chats. I am scared whether he will be able to complete them within the scheduled time? </p><p style="text-align: justify;"> โDid you enquire with him about the progress on modules? Malti said</p><p style="text-align: justify;">โYes, in the morning. He assured me of completing the work in time but nothing heard from him nowโ. Sen was little agitated. He said, โPl. Malti take a quick decision and block all networking sites and stop employees using during working hours. It is a waste of productive time and cost heavily on company. Donโt be so liberal and progressive. We all are here to do business and give employees a feel that they are in a mall spending leisure time.โ</p><p style="text-align: justify;">โWell Mr. Sen, I appreciate your point of view. You raised this point earlier also. But I am scared that if we decide to block the use of social media sites during office hours it may back fire and there may be serious discontentment among employees.โ Malti shared her apprehension.</p><p style="text-align: justify;"> โ Malti you are conditioned, it appears. You have to break the status quo. The things which were not harmful in past cannot be a guarantee that will not be in future too. It is time for management to take a call on it and review its policy on social media use during office hours.โ</p><p style="text-align: justify;">โOk. Mr. Sen, thank you for your inputs. Give me time to have a relook.โ With meeting ended and Malti went to take her lunch in cafeteria.</p><p style="text-align: justify;">She noticed the team lead also there having lunch. She went to her table and asked her to see her after lunch around 2.30.PM. Malti decided to speak to him on the issue.</p><p style="text-align: justify;">Team Lead reached to her cabin around 2.30. </p><p style="text-align: justify;">Malti offered her seat and straightway came on point. She asked him about the modules progress which he was to send top client today by 2.30.</p><p style="text-align: justify;">โYes mam, Completed and sent to client too. I completed all that even before lunch and kept ready to send after lunch. I have come to you after sending the mail to the client.โ Team Lead responded.</p><p style="text-align: justify;">โDid you inform the completion to your manager?</p><p style="text-align: justify;">โI told him in the morning that he needs not to increase anxiety. He will complete before time and send well within timeline. Something Happened?โ</p><p style="text-align: justify;">โYes, there is an issue surfacing of increased use of social media sites by employees during working hours thus causing delays to projects and loss of productivity by losing valuable company time. Also there have been instances of members conflicts because of political ideology differences surfaced on social media posts by employees. Company canโt tolerate all this. Why should an employeeโs personal ideology become a cause of Team conflict in the Organisation? If one facility given to employees is creating bad feeling among employees and loss of work productivity, then?โ</p><p style="text-align: justify;">โ I Think mam you are reading too much in it. We are not at all misusing it. Rather we all use this tool to enhance our knowledge and talk to working in other companies for some solutions also when we are not able to solve it. Our professional network helps achieving and completing tasks in time.โ</p><p style="text-align: justify;"> โTake care that company does not get a feel that you guys are abusing this facility.โ Concluded Malti</p><p style="text-align: justify;">Now the ball was in Malti court. She has to take a call.</p><p><u><b>Questions for discussion and solutions:</b></u></p><p><b><u>1)</u> Critically analyze the policy of allowing the employees to use social media sites during working hours?</b></p><p style="text-align: justify;">Social media can be a powerful communication tool for employees, helping them to collaborate, share ideas and solve problems. Research studies have shown that more than 80% of employees think that social media can improve work relationships and 60% of employees believe that social media supports their decision-making processes. These studies affirm that a majority of workers connect with colleagues on social media, even during work hours. This is also seen in the case study during conversation between HR Malti and Team Lead wherein the team lead confidently responds to Maltiโs question that she is reading too much on a probable issue that may surface due to increased use of social media sites by employees during working hours thereby causing delays to projects and loss of productivity by losing valuable company time. Team Lead clarified to Malti that they are not at all misusing social media, rather using it as a tool to enhance their knowledge by speaking to working professionals in other companies for solutions that they themselves are not able to solve, basically are collaborating together to achieve solutions which is the future of work going forward, post pandemic. Team Lead drove home the point to Malti that such type of professional networking helps them in achieving and completing the tasks in time which in turn is ultimately benefitting the company only.</p><p style="text-align: justify;">Moreover, it seems that the concerns of Meher Sen, the newly joined product manager at Monkey IT solutions are misguided. He is carrying the baggage of his social media experience from his earlier company wherein some employee had recorded an official conversation held between him and his manager and posted it on social media that ultimately brought bad name to the company. After that, the company decided to block all the social media / networking sites and prohibited employees for its use during duty hours. Company also brought in new social media usage policy for itโs employees wherein they were restricted to post any message in official capacity at any networking sites about company affairs or business or any happens. Communication department was created and after their approval only things were allowed to go on air. Sen wanted the same policy here also in the new organization. This is a typical development in any organization wherein whenever a new manager joins, he or she wants to bring in changes that they were doing or following in their previous companies. They want the same thing to be repeated in the new organization as well rather than spending time & understanding work culture of the new organization, how things work there, how it is different from previous organizations, how it is beneficial to them, what new things they can learn and what they should unlearn from the past.</p><p style="text-align: justify;">Social media doesnโt reduce productivity nearly as much as it kills employee retention. Effects of social media depend on who employees interact with. Employees who interact with their colleagues share meaningful work experiences. Employees who engage in online social interactions with coworkers through social media blogs tend to be more motivated and come up with innovative ideas which is exactly what is required for Monkey IT solutions, a technology driven company. </p><p style="text-align: justify;">Hence I agree with itโs HR policies that are progressive, sensitive and responsive to employee needs and thereby there are no restrictions on employees for using social networking sites even during working hours. This has resulted in the employees being frequently active and live on networking sites also while working on their projects. The work culture was vibrant and with a high degree of trust. The employees were motivated, less distracted & productive. I donโt think there was any complaint from the client side regarding end user delay in their requirements & or it not being met as per the specifications due to employee behavior or misconduct. Rather the company was growing, itโs headcount had scaled to 300 in HO, had plans to open new offices in other IT hubs like Pune and Bengaluru and some of itโs digital marketing campaigns had earned good name for the organization.</p><p style="text-align: justify;">I feel that the problem is not with the Social Media policies or the employees of Monkey IT solutions but rather with Meher Sen. The problem is more person โ oriented rather than a process or policy related. Meher is telling to HR Malti that she appears conditioned & informing that the things which were not harmful in past cannot be a guarantee that will not be in future too. Rather, Meher Sen should have a hard look at himself in the mirror before commenting such statements to others. Just because he had some bad experience in his previous companies w.r.t. employees misusing social media sites to tarnish image of company, it does not necessarily mean that it will happen in his new organization also i.e. Monkey IT solutions. I support HR Malti that in tech driven IT companies, the work atmosphere should be free, vibrant & open because that it when employees are at their productive best and will be able to give tangible outputs to the clients that will be beneficial. You cannot have a culture of micromanagement and control which is what Meher Sen was accustomed of having it around. Malti is justified in her apprehension that if HR decides to block the use of social media sites during office hours it may back fire and there may be serious discontentment among employees. </p><p style="text-align: justify;">Employees who engage in online social interactions with co-workers through social media blogs tend to be more motivated and may tend to come up with innovative ideas. The effects of social media depend on who employees interact with and for what purpose; employees who interact with their colleagues share meaningful work experiences and also to upskill themselves e.g. LinkedIn also offers a great learning platform to learn the relevant skills one needs to build the experiences.</p><p><b><u>2)</u> <u>How should Malti handle the situation now?</u></b></p><p style="text-align: justify;">Having stated all of the above, research studies have also shown that employees using social media were more likely to leave an organization. This may be because they were more likely to engage with potential new employers than their less social peers. Employees using social media for work take an interest in other organizations they find on social media, compared to employees using social media only for leisure. These employees engage in some key activities including researching new organizations and making new work connections. This presents a dilemma for HR managers, Functional Line Managers and the organization too as employees using social media at work are more engaged and more productive, but they are also more likely to leave the company. This is seen in the case study aptly titled as โDouble-edge โ Be or not beโ. The ball was now in Maltiโs court to take a call. She temporarily resolved the situation by having a dialogue with the Team Lead and understanding the entire context. So far she had only listened to Meher Senโs version of story. Now she heard the Team Leadโs story version too. Having been satisfied by the response given by Team Lead, she concluded by cautiously instructing the team lead to take care that the company does not get a feeling or warning signs that itโs facility is being abused. Malti trusted the story version of the team lead as long as they were delivering the customerโs requirements and timelineโs were met. </p><p style="text-align: justify;">This problem can be addressed by implementing solutions that neutralize the employee retention risk caused by social media. Social media training should be done to make employees focus on positive social media behaviors, like collaboration, which can increase satisfaction and attachment, countering turnover risks.</p><p style="text-align: justify;">HR can also look at turning this threat into an opportunity by creating social media groups in which employees will be more likely to collaborate and less likely to share withdrawal Intentions or have discussions on political issues resulting into mutual conflicts in teams ultimately affecting company work (as seen in the case study here). HR can use social media to have a positive influence on the employees by recognizing employeesโ accomplishments and giving visibility to employeesโ success stories. This approach if implemented can also serve as a recruiting tool because if, on one side, the use of social media can make the employees leave the organization or have other harmful effects, on the other side, the same use of social media from employees of other organizations could also attract them to Monkey IT solutions.</p>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-83446410663610250812021-08-02T22:15:00.000+05:302021-08-02T22:15:20.544+05:30Work life Balance is a cycle, not an achievement<p style="text-align: center;"><b><span style="font-size: medium;">Looking for balance in work life</span></b></p><p style="text-align: justify;">For Vikram it was third offer of appointment during last two months. Last two, he declined. One offer he declined because he was bed ridden because of having plaster in leg. The joining date was falling in between. Company was not ready to extend the joining period. For Other one, Vikram was not ready to leave the existing company immediately and join the new one by flouting the notice period norms. Vikram was of the view that it was his moral and ethical value not to ditch the organisation from where he has worked and learnt a lot to leave abruptly and join new one. Company persuaded him to breach the notice period condition and join them immediately which he declined.</p><p style="text-align: justify;">This third one offer was from a retail organisation having e-commerce platform also. The company has big plans to open stores pan India, strengthen the e commerce platform people policies, recruit people for new stores, train them and build the organisation. In this young age Vikram was offered the position of CHRO (Chief HR Officer) having ultimate control over the affairs of the people matters of the company. He was directly reporting to the president operation that was very close and trustworthy of promoters.</p><p style="text-align: justify;">From the very first day of joining after getting formal induction and orientation, he was on job. He planned his tour program to visit the outlet sites, stay there till local recruitment and operational formalities including legal compliances are completed and the outlet is launched.</p><p style="text-align: justify;">He presented his aggressive plan to the president and fixes his own target to open one outlet every month. President was impressed with his energy level meaning that he would be out of his home for about one year except few intervening days between two outlets launching.</p><p style="text-align: justify;">He was single child in the family. His mother was putting her all efforts to get him marry but somehow this was not matured. Since his father was class one govt. officer having transferable post, all responsibilities came on her shoulders. Now on knowing that Vikram would also be on constant touring to discharge bigger responsibilities, she felt falling alone in this โprogressโ of Vikram.</p><p style="text-align: justify;">Three years later-Vikram was successful in launching 38 outlets throughout the country, Recruited people, got them trained, put all people processes in order, handled E commerce platform field employees agitation also, settled the issue with them, and designed new formula to raise their earnings along with company productivity also. On professional front he achieved with satisfaction what he promised to self and management. He became a blue eyed boy of the company directors. He was busier than ever. Hunger to become more successful gifted Vikram unending travels and office hours. </p><p style="text-align: justify;">On personal front, what he could not get might be of little value at that relevant time but he started realising that it was also very important. He could not get married during this time when he got offers. One was on the verge of getting matured but Vikram delayed it because his president did not allow him to proceed on one week leave for marriage as new outlet launch was on the cards. Ultimately the girl and family decided to break the alliance as they were not in a mood to delay it further. Moreover, they were little apprehensive with the workalcohlic attitude of Vikram. Girl was also sacred with his approach that marriage can be delayed but not the work. His mother was helpless. She stopped trying for further marriage proposals.</p><p style="text-align: justify;">Due to pandemic and repeated lock downs, the retail business was disrupted though e commerce activities got a boost. This disruption derailed the growth plans of the organisation which promoters now wanted to do very fast to recover the time loss. But this time also brought a new challenge for the company. People started leaving and within two months three managers holding strategic positions put up their papers. When president held discussion with them, one reason among others surfaced was the strong result oriented and tough attitude of Vikram in the matter of outlet establishments and people processes. His bullying habits and getting hyper on even small issues were becoming difficult for people working around him. In spite of that company loaded with more responsibilities of supply chain and vendor management. During pandemic he was also doing work from home along with others and during that time there were instances of not even talking to his more for a week living under same roof.</p><p style="text-align: justify;">One day when sitting in office his most trusted colleague discussed about drastic changes in his behaviour and attitude from last some time and advised him to consult some doctor; he just smiled and rejected the idea. Vikram became short tempered thus losing his cool on very small matters. All his colleagues and subordinates were worried as to what happened to him and how much he has changed.</p><p style="text-align: justify;">Vikram has now stopped getting good matrimonial offers. He got himself registered on matrimony sites but nothing was on cards. The kind of offers he was getting were either from widows or divorcees having one or two child to which is mother would not agree.</p><p style="text-align: justify;">One day when tea boy came little late with tea asked by him, Vikram shouted on him and threw back the hot tea cup on his face. People immediately came in and intervened. This incident was worrisome for all. His colleague persuaded him to go to hospital and get himself thoroughly checked.</p><p style="text-align: justify;">Vikram was in hospital for whole day passing through different tests. Within next two days all reports were before the doctor who identified that he was passing through extreme stress, and psychological panic disorder. His arteries were started getting blocked to some extent resulted in to hypertension. After seeing the reports and discussion with Doctor, he realised that his greed to earn more and more money, untamed ambition, and absence of personal life hours from work had pushed him into this dark tunnel. Doctor prescribed him medicines, instructed certain changes in work and life style and takes some rest.</p><p style="text-align: justify;">He came back to home, sat before mother but did not share anything with her about medical examination and diagnosis. He took dinner with mother after a long time. Talked to her on many matters, inquired about father as to when he will come and expressed desire to sleep in the room of mother with her.</p><p style="text-align: justify;">His mother was surprised to notice this change in Vikram behaviour. She got worried also but kept quiet. Vikram got a flash message of money credit in his account. It was his half yearly performance incentive. Vikram saw the message and switched off the mobile. He did not happy about it. He was wondering as what he achieved and what he lost in these years. If he had known that his madness towards work though fetch huge money and fatty bank balance but also would push him to a stage, where regular, doctorโs visits and matrimonial offers from widows and divorcees with children and a lonely mother would be on his way , he would not have joined this company. Next day he decided to resign from the company.</p><p style="text-align: justify;"><b>Questions for discussions and solutions:</b></p><p style="text-align: justify;"><b>1) Was organisation failed to see the importance of work life balance in employeeโs life?</b></p><p style="text-align: justify;">To some extent yes, the organisation did fail to see or rather I would say neglect the aspect of work life balance in Vikramโs life. After all, who would not be aware of the importance of maintaining a work life balance especially in todayโs pandemic times where home and office are the same, there is no such thing as โcalling it a dayโ or โleft office for homeโ, etcโฆThere are no fixed work hour timings. Employees are burnt out working from home continuously ever since the pandemic started and no immediate solution seems in sight. Infact, the necessity of maintaining a work life balance has become all the more important now. So to say that the organisation failed to see importance of work life balance in Vikramโs life is ironical. </p><p style="text-align: justify;">If I were to look at it from an employerโs perspective, here I have recruited someone with me who is young, ambitious, talented, hungry for success, is an achiever, workaholic, is able to manage huge loads of work, can work 24*7*365, travel, can do all the work assigned to him and deliver results in quick time, then why should I stop him from doing that. After all, it is going to benefit the organisation and generate more revenue & profits and I am paying him the salary equivalent to that, then I should get those results too. An organisation is in existence to make money and profits, no matter how. Competition is ruthless in todayโs times. Who gets there quicker, better, faster and cheaper is the one who wins. So organisations will be more focused on results and deliverables with quick turnaround time as compared to taking it easy and going slow because of an old saying that says need to maintain work life balance in employeeโs life.</p><p> <b>2) <span style="text-align: justify;">How do you describe the approach Vikram adopted towards work and life in the case study?</span></b></p><p style="text-align: justify;">The approach described by Vikram in the case study is that of a young ambitious person who wants to achieve all that he can in a very short span of time. It is also very natural for a person as he is full of energy, enthusiasm and go getter attitude. Also Vikram had full liberty and authority to do everything as per his liking with no one to question or stop him as long as the results were delivered, the organisation was growing, generating revenue and making profits. Also there was no family pressure on Vikram as his father was class one government officer and he the lone child of his parents. So they were a small family. Besides Vikramโs father was travelling most of the time and so most of the time, it was just Vikram and his mother who were at home. Hence there was no one to counsel or guide Vikram some good wisdom that life is a never ending journey and not a destination that is to be reached in a short span of time. </p><p style="text-align: justify;">Corporate philosophy states that reward for good work is more work and thatโs exactly what Vikram got, busier than ever, unending travels and office hours. However in all this so called corporate rat race to be successful & on top of the world, Vikram forgot the need to balance his personal life too. He forgot that every human being goes through different stages of life and wherein one has to fulfil his or her obligation towards it. Incase of Vikram, it was time to get married and settle down life and have a family of his own after establishing himself in professional life and being fairly successful at it. However he choose to ignore that and instead got hungrier for more work and more success. He should have looked at the warning signs when his marriage was spurned by the bride and her father because he choose to delay it and priortised work over family. Or that time had flown so fast & he had aged so much beyond a marriageable age that he was now getting marriage offers from divorcees & widowers with children. That should have been the early warning signals for Vikram that something is not right in life and that he needed to take time off and introspect as to in which direction it is heading.</p><p style="text-align: justify;">This started having further effect on professional life that unable to find a suitable life partner by the fact that his behavior & attitude had started changing, he was becoming short tempered and losing his cool on very small matters. It could be seen by the example of Vikram throwing hot tea back on the face of the boy just because he served it a little bit late. Vikram was getting irritated by small matters too and losing his cool and temper. </p><p style="text-align: justify;">It was only when Vikram had to go to hospital, left with no other option, for health check-up and when the doctor identified that he was passing through extreme stress and psychological panic disorders. His arteries were started getting blocked to some extent resulting in hypertension. It was only after seeing the reports and discussion with Doctor that Vikram realised that his greed to earn more and more money, untamed ambition, and absence of personal life hours from work had pushed him into this deep dark corporate tunnel. So it tool a failing health & doctor to dawn upon Vikram that he needed to slow down, wondering as to what he achieved and what he lost in those years. Only if Vikram had known that this madness towards work although it fetched him huge money and a fat bank balance, it had also pushed him to a stage, where doctorโs visits were regular and matrimonial offers were from widows and divorcees with children and a lonely mother.</p><p style="text-align: justify;">Vikram should have realized that although working long hours was inevitable, he should have been able to resist this pressure and achieve a healthier balance through a process of increasing awareness, conscious reprioritizing, and implementation of public and private changes. Itโs often a major life event such as the one that has happened to Vikram which has catalyzed these realizations. Vikram should realise that he is under the influence of an overpowering culture of long work hours and that itโs easy to slide back into โbusiness as usualโ.</p><p style="text-align: justify;"><b>3) Was company right in giving added responsibility to Vikram even after noticing the changes in his behaviour?</b></p><p style="text-align: justify;">No, the company was not right in giving added responsibility to Vikram of supply chain and vendor management even after noticing changes in his behaviour, resignations of other managers due to it and inspite of it being brought to their notice. The company chose to remain silent about it, ignore it, because Vikram was their blue-eyed boy and he had achieved many a laurels for them and more importantly was capable of handling additional responsibilities too. So they chose not to upset him lest their revival and growth plans post the pandemic get hampered. Company had itโs own objectives & targets in mind and were least bothered with what was happening in the personal life of Vikram as long as it was not affecting theirโs.</p><p style="text-align: justify;"><b>4) Suggest Vikram and company a way out?</b></p><p style="text-align: justify;">Work-Life Balance Is a Cycle, Not an Achievement. Research has shown that overwork isnโt good for employees or their companies and yet, in practice, it can be hard to overcome unhealthy work habits and reach a more sustainable work-life balance. To achieve lasting change, both must view this process of work life balance not as a one-time activity, but as a cycle in which one constantly re-evaluates the evolving feelings and priorities, and adjust one's work and life choices accordingly. Despite the resounding evidence that working long hours can be harmful to both employees and employers, many professionals still struggle to overcome their assumptions and their deeply-ingrained habits around work hours as seen in the case of Vikram in this case study. For the company and especially for Vikram, to free himself from these unhealthy patterns and reach a more sustainable, rewarding work-life balance, achieving better balance between professional and personal priorities boils down to a combination of reflexivity โ or questioning assumptions to increase self-awareness โ and intentional role redefinition. Both should note that this is not a one-time fix, but rather, a cycle that they must engage in continuously as the circumstances and priorities evolve. </p><p style="text-align: justify;"><b><u>i) Pause and denormalize:</u> </b>Vikram should take a step back and ask himself: What is currently causing me stress, unbalance, or dissatisfaction? How are these circumstances affecting how I perform and engage with my job? How are they impacting my personal life? What am I prioritizing? What am I sacrificing? What is getting lost? Only after Vikram has taken a mental pause and acknowledged these factors can he begin to tackle them.</p><p style="text-align: justify;"><b><u>ii) Pay attention to emotions:</u></b> Once Vikram has increased his awareness of his current situation, he should examine how that situation makes him feel. Ask himself, do I feel energized, fulfilled, satisfied? Or do I feel angry, resentful, sad? A rational understanding of the decisions and priorities driving one's life is important, but equally important is emotional reflexivity โ that is, the capacity to recognize how a situation is making you feel. Awareness of the emotional state is essential in order to determine the changes one wants to make in one's work and in life.</p><p style="text-align: justify;"><u><b>iii) Reprioritize:</b></u> Increasing the cognitive and emotional awareness will give Vikram the tools he needs to put things into perspective and determine how his priorities need to be adjusted. He should ask himself: What am I willing to sacrifice, and for how long? If I have been prioritizing work over family, for example, why do I feel that it is important to prioritize my life in this way? Is it really necessary? Is it really inevitable? What regrets do I already have, and what will I regret if I continue along my current path?</p><p style="text-align: justify;">Priorities often shift faster than our day-to-day time allocation habits. A more positive work-life balance intentionally reprioritized how one spends their time in a way that lined up with their true priorities will go a long way in achieving harmony between work life. Example - Vikram could describe how he still saw himself as a professional, but redefined that professional role to be more inclusive of other valued roles, such as that of a caring son for his family</p><p style="text-align: justify;"><u><b>iv) Consider alternatives:</b></u> Before jumping into solutions, both Vikram & the company should ponder if there are components of the job that both would like to see changed? How much time would Vikram like to spend with his family, or on hobbies? Improving situation takes time and experimentation</p><p style="text-align: justify;"><u><b>v) Implement changes:</b></u> Finally, once the priorities have been recognized and carefully considered the options that could help improve the situation and especially to Vikram, take action. That can mean taking on a new role thatโs designed to be less time-demanding or allows for a compressed-week model โ or an informal one wherein Vikram changes his work patterns, without necessarily attempting to change the company's expectations.</p><p style="text-align: justify;">In order to achieve harmony & work life balance, Vikram could look at self-imposing boundaries such as choosing not to work on evenings, weekends or during holidays and sticking to that decision, or turning down demands typically associated with his role such as new projects or travel requests, even when he feels pressure to take them on. Another suggested solution for Vikram is securing support from key mentors, partners, and coworkers or a flexible working scheme is likely to result in more lasting change.</p><p style="text-align: justify;">Vikram must note that in order to make real changes in his life, he must continuously remember to pause, connect with his emotions, rethink priorities, evaluate alternatives, and implement changes throughout personal and professional lives especially since the steps outlined above are not a one-time activity, but rather a cycle of continuous re-evaluation and improvement.</p><div style="text-align: justify;"><br /></div>Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-44396485557036615272019-07-31T20:12:00.000+05:302019-07-31T20:12:06.099+05:30No need to be violent for the sake of rule book<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
Below is a fictionalized case study that presents dilemma faced in real organization. And written by me is a recommended solution to the problem. This has been published in Business Manager HR Magazine <a href="http://www.businessmanager.in/" target="_blank">July 2019</a> edition.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>When perception differs !</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
It was not a good day for Vishnu, Asst. manager- Finance and Accounts, when external audit team while conducting audit of the last quarter, raised as many as 15 objections of various payments made to different employees in respect of different expenses incurred by them. Vishnu was looking after all payables of internal and external stakeholders. He was responsible to ensure that all expenses reimbursed to employees are as per co. policy. But in many cases he simply overlooked because expenses were related to higher officials and were approved by financial controller. Few Objections were related to toll expenses but were not supported by toll slips. Other expenses reimbursed were of few taxis going for different destinations by same person in the same dates.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Financial controller called Vishnu and expressed his dissatisfaction and annoyance that the payments were cleared by him without examining the veracity of expenses. Vishnu told him his inability to stop payments when the bills were cleared by senior officials, director or even by him. Whenever he tried to hold, he was thrashed by senior managers and humiliated and shown his status. He was told to the extent that it was not his duty to see the documents and once signed and approved, he should simply release the payment. Financial controller was speechless. He said, โVishnu, even if you feel that something is not proper, he could bring to his noticeโ. Vishnu said he will do that in future. He also suggested that company should frame a policy about all such matters so that he is not humiliated and pressurised by the seniors for releasing the payment immediately.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Financial controller discussed the matter with auditors to resolve the objections. Somehow on the advice of auditors, he filled the gaps and regularised the payments. It was also decided that a comprehensive policy should be framed in respect of employeesโ expenses especially in respect of outdoor expenses, guest expenses, and travel and other misc. expenses. Policy was framed and made applicable. Apart from certain points, it was specifically mentioned that liquor expenses on any one will not be permitted except it was approved by the director and financial controller in special cases with clear mention that it was done in deviation of policy in company interest. This power of moving away from policy was vested only in two authorities.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Vishnu was quite relaxed. He kept the copy of the policy with him. Vishnu was not generally liked by other managers and colleagues. He was perceived as too much legalistic and going by rule book. He was not very much go getter and friendly with peers. He was self centred and intrinsic. May be due to this reason, his annual performance feedback was not too good. He was appraised average or below average. After serving company for about 15 years, he was only elevated to Astt. Manager level last year with bare minimum increment. But his integrity was never questioned.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
It was last Wednesday, when few foreign visitors came to visit the plant. They were potential buyers of Co. Products. Marketing head and his team were on looking after them well. They were taken to a sightseeing tour. Marketing head submitted all the bills of expenses. Vishnu examined them and raised the following queries:</div>
<div style="text-align: justify;">
1-The bills do not have details of guests with names. </div>
<div style="text-align: justify;">
2-Liquour expenses not permissible.</div>
<div style="text-align: justify;">
3-Mere Four Taxis bills were unable to justify the numbers of guests.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
On getting informed by Vishnu, Marketing Head came to his seat. Vishnu returned the bunch of bills to him and advised that all the queries should be removed. Little discomfortable, marketing head said that he will get the covering page (Summary of expenses) of the bunch signed by the financial controller. After sometime marketing head returned back and pushed the bills bunch on his table. He asked authoritatively, โNow release the paymentโ.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Vishnu saw the bills and said,โ sir, mere signature on summary of expenses will not suffice. You know the policy. All bills have to be approved with the note that โapproved with policy deviation as special caseโ. Kindly get it done. Also mention the names of all the guests also, who were on sightseeing tour.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Marketing Head felt bad about requisitioning the bills expenses. He uttered, โYou are not bigger than your boss and director.โ I am not going to get it signed again. Now it is your problem, go and get it done from anyone you want, but I want payment to be released by today evening. You are in habit of insulting everyone, do you think everybody in the company is dishonest and you are the only one holy cow here?โ His tone was little loud.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Vishnu simply pushed the bills again towards marketing head, who was standing in front of his seat and said, sorry sir, it was not his job. If you want payment, kindly get it done.โ Probably marketing head could not bear this. He roughed him up, hit at his legs by shoes and said in a loud voice, โhow dare you to return the bills of a senior manager? Donโt forget you level. You are nothing, but a small clerk. How you can misbehave with me like this. I can show you the door just now.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Vishnu lost the temper. He stood up, thrown the bills on his face and physically pushed him away. Seeing the situation, other staff sitting along, intervened, kept both aside and requested to both to keep the volume low and donโt low down to physical assault on each other. Whole atmosphere was charged. Marketing head went back. Vishnu continued shouting,โ I know the reality of these bills. He is dishonest. Thatโs why he doesnโt have courage to get it signed on all pages. All are siphoning the money from company on false bills.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
After sometime, Vishnu was called by financial controller in his cabin. HR head was also sitting there. Matter was to be resolved. While going to FC cabin, everybody could see the shoe impression on his black pant. By evening, it was heard that Vishnu was suspended and disciplinary proceedings against him was under consideration.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Questions for Discussions and Solutions</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>1) How you assess the role and behaviour of both marketing head and Vishnu in this case? Who was at fault and why?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Vishnu being the introvert person that he is and going by the rule book all the time was justified in his actions. He tried to be act in a dignified and professional manner and befitting in a way that the company would expect him. Vishnu infact felt that now he had the support of the Financial Controller after resolving the issues raised by external auditors w.r.t. earlier bill payments and their one to one discussions and also subsequent framing of a revised policy wherein only two senior personnel were authorized to approve payments in deviation cases. Hence Vishnu was justified in his role and behavior and he had always maintained it that way even though it came at the cost of his PMS ratings, increment amount and career progression.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The marketing head probably being responsible to get new business by taking proper care of the companyโs potential customers didnโt care for the rule book or companyโs policies. He only wanted things to be done his way because he was getting business for the company. But it doesnโt work all the time. A company who is serious about its systems, processes and policies and knows that Finance has to be strictly monitored or controlled because that is the only way it can survive, sustain and grow will not allow such leeway expenses to be approved without proper justification or a business case related to it. The marketing head should have checked with his finance counterpart on the expense policies before embarking on lavish expenses for the companyโs potential customers. A little bit of common sense on part of the marketing head could have avoided the entire situation.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>2) Was marketing head justified in hitting at Vishnuโs legs in the wake of provocation given by Vishnu? How marketing head being senior could have handled the situation in a better way?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Absolutely not, physically abusing someone doesnโt justify the actions especially if you are in a senior most and leadership level position which in this case is the marketing head. People look up to you for command and respect as a leader but if the marketing head starts verbally abusing his subordinates trying to show them as to whoโs the boss and even gets physical in certain scenarioโs, then he is not fit to be a head for any position in any organisation. Leadership and people management skills matter at a certain seniority level and not just technical skills alone, no matter how good one maybe at it. Ability to get along with colleagues, work together with them and not just by authority and use of force do matter a lot in 21st century times. BOSS culture just does not work any longer.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>3) Do you think that Vishnu being junior was right in arguing and becoming physical with marketing head and not heeding to his advice and instructions?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Yes, Vishnu was right to some extent. Itโs not being junior or senior when it comes to following companyโs rules, policies and processes. They are meant to be same for everyone. There canโt be two different yard sticks for measurement for two different people in the same organization. And Vishnu was ultimately responsible for all payables for all internal and external stakeholders. Vishnu was also liable to answer to external auditors for payments made by him to the stakeholders. Also Vishnu was comforted by the fact that he had the Financial Controllerโs backing incase of deviations from policies for making payments & the fact that a revised policy had also been made to that effect.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
However inspite of all this, the Marketing head wanted to have his way. He wanted to circumvent the rules in his favor as he was not used to following policies. When Vishnu pointed out what was right and what needed to be done, the marketing head did some patchy work to show compliance. Vishnu being the compliant person that he is didnโt accept it. This provoked the marketing head who tried to show him whoโs the boss and that resulted in physical altercation between the two.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Ideally,Vishnu should have escalated the matter to his reporting authority i.e. the Financial Controller. He should have stopped there since it was getting out of his control and boundary. Retaliation although a natural human tendency can be controlled. Vishnu should have known that confronting his senior will not work in his favor as the odds were stacked against him. And Vishnu was not a popular person in the organization nor were his performances on paper that great even though he was sincere and loyal. Tactfully referring the payment matter to his superiors for resolution would have helped avoiding the confrontation. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>4) Was the managementโs action suspending Vishnu appropriate? Had you been in place of HR head, how would you have handled the matter?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
No, the managementโs action in suspending Vishnu is neither right nor appropriate. It sends out the wrong message to others in the organisation that superiority or seniority will have itโs way and that insubordination to them will not be tolerated.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
As HR head, I would have first taken note of all the facts that led to this situation. I would have heard versions of both the parties. Also the HR policies would have served as a guide or reference book when it came to analyzing the situation and determining as to who is right and who is wrong. Arbitrarily suspending Vishnu just because he confronted the marketing head over a matter what he felt was right is not the correct thing to do. He should have been an opportunity to present his version of the case. Also the HR head can speak to his marketing colleague and counsel him as how to handle such situations as he is in a senior position. The HR Head could have also taken views of the Financial Controller before arriving at a final decision as ultimately the matter was related to Finance & Payment. </div>
</div>
Unknownnoreply@blogger.com1tag:blogger.com,1999:blog-8485551460597666127.post-79836045601600777602019-06-30T13:24:00.002+05:302019-06-30T13:25:54.919+05:30Sometimes Keeping Quiet Costs More...<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
Below is a fictionalized case study that presents dilemma faced in real organization. And written by me is a recommended solution to the problem. This has been published in Business Manager HR Magazine <a href="http://www.businessmanager.in/" target="_blank">June 2019</a> edition<br />
<br />
<b>Road Roller COO</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Hoshiyar Singh, an IIM alumini, with about 15 years of hands on operations experience, is the COO of this HMCG Company, sitting at corporate office. He is here since last 7 years. Slightly loose tempered with having less control on his language and words, he is considered as high headed professionals believes in direct results what come may. He is swift in firing people if not capable of keeping pace with him. He believes that fear is the best motivation and employees should always be on their toes to deliver. Being responsible for operations of two facilities situated at different locations, he keeps travelling to facilities to have his psychological control intact over the people managing the facility. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
At corporate office he also looks after, business development, marketing, supply chain and finance. Only HR is the function which also reports to board in parallel with COO. But functionally, He has been successful in getting nod of the board for his prior approval of all appointments made by HR in respect of corporate and facilities openings.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam being VP HR is a leader who believes in securing his job and lead easy life without any confrontation with either COO or board, it was only because of his nature and trait, Hoshiyar Singh was able to snatch powers of prior approval of all appointments from HR which was not earlier. It was only of information sake; COO was kept in loop by Gautam. Gautam has been in this company since last 10 years and has been close to the directors of the company because of his submissive nature. He accepts things as it is and hardly takes a stand on critical matters. Hoshiyar Singh by understanding Gautamโs personality slowly weakend him and overpowered the decision making process at corporate level being very smart in presentation skills.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
During last eight months, about 12 people in corporate office in middle and senior level have left the organisation. It was becoming a challenge for Gautam to contain the exodus. He put all efforts to fill the vacancies and was also to some extent also but on higher salary.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Board has asked Gautam to put a presentation on the increasing rate of attrition and proposed measures, he want to take. Gautam remembered the incident happened in the office about eight months back.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
โฆ. It was when he selected one female Astt. Manager HR for taking charge of PMS and training function. She was selected out of four short listed candidates put before him by the Sunil, DGM -HR. All the papers were sent to COO for formal approval but to his surprise, Hoshiyar Singh rejected the appointment and sent the papers back to Gautam. He was shocked to see the rejection of the person which was selected by him. He stood up and moved to Singhโs cabin along with papers but seeing him coming in gallery of the hall where all staff were sitting, Gautam decided to talk to him on the way.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam: Sir, why did you reject the candidate?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Singh: Useless. Donโt know what you see in person when select. She has changed four jobs in five years. Not even fully qualified.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam: But, I have assessed her, she meets our requirement.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Singhโs volume rose. He could not exercise and shouted at Gautam,โ Gautam, you know what you have done to the company? You have appointed the fleet of eunuchs here. Nobody is competent. Donโt know who has shortlisted and selected this girl? He is also not competent.(gautam tumne pata hai kya kiya hai yahan par? Tumne hijron ki fauj bhartee kar li hai yahan. Sab gadhe rakhe hue hainโฆ Koi kabil nahi hai). Singh was quite loud but there was a stunning silence in the hall. Singh snatched the papers from gautamโs hand and signed the approval papers.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Before Gautam could understand what happened and why Singh was so loud in open with such remarks on all persons sitting there, Singh went back to his cabin. </div>
<div style="text-align: justify;">
Gautam also came back. He could not resist to what Singh uttered. He even could not assert that Sunil-DGM-HR had shortlisted four persons out of which he selected only one.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
In the evening Sunil, DGM โHR and one more employee came to Gautamโs cabin.Gautam could assess that what was going to be discussed.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam: If you all guy want to talk about morning episode, pl. donโt. I am not in a mood to discuss that.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
But sir, we all are not here to listen abuses of some one. We report to you. You should have responded and restrained him for talking nonsense where female employees were also sitting . Was this the language COO has to use to Head HR about his people? Should we show him what we are? Sunil said to Gautam in anger and agony. We kept quiet sir because of you only but you have not stood by us. We are humiliated openly before you and you could not protect us.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam: Why should I retaliate? Should I also have to come low to match his words? It is office and I never wanted to create a dirty scene. If you want, you go and say to him whatever you want. I am with you. Go and slap him even. I will see, nothing will happen to you. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Sunil came out by saying, โwe will decide what has to be done now, but sure, without seeking your support sir.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
This happened about eight months back. Much water has flown now till now.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam is busy in preparing a presentation. He is missing Sunil also today. He has also left much before.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Questions for Discussions and Solutions:</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>1) Analyse the leadership traits of Hoshiyar singh and Gautam?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Hoshiyar Singh believes that by instilling fear in the minds of the employees, disciplining them, by following hiring & firing policy at all times and thus making them feel insecure about their job is the best way to run an organisation. โCompany aise hi chalana chahiyeโ is what is the belief of Hoshiyar Singh. Hoshiyar Singh comes across as a highly temperamental person who must also be a very difficult person to work with. Hoshiyar Singh likes creating an atmosphere of instability, anxiety and uncertainty. He constantly likes to keep on chopping and changing. His is not a people-oriented type personality, lacks people handling skills, does not value employees and is definitely not a sociable person to work with as seen in the case study that he has no control over his language to his subordinates and other office colleagues. Singh comes across as a person who would like to be in control at all times, a controlling type. This type of personality nature also stems from a deep fear of insecurity within that will lose grip if things are not in control or if unaware of everything that is happening. Such type of personalities lack โTrustโ in people. They are also very poor in delegating tasks or in getting work done or will get very average quality work output because of attitudinal nature. They will be never be able to inspire or motivate people. Great leaders donโt talk down to their employees or make them feel inferior. Respect is a must.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Gautam on the other hand appears to be a soft spoken person who prefers stability & security and thus would like to avoid confrontation at all times especially with his seniors for the fear of reprisal. Gautam is just playing it safe to preserve his position and privileges, just following orders. Gautam is thus most likely to follow his seniorโs instructions at all times without asking any questions or policies. He will go about quietly doing his work & report when done. Gautam also appears to be a highly resilient type person given the fact that he could bear Hoshiyar Singhโs temperamental attitude at all times and work for so long with him. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>2) How do you rate the COO attitude and behaviour?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The COO appears to be a dreadful person to work with who is more worried about pushing his weight around than building relationships. COO think's that the organization revolves around him and that he is indispensible, maybe like the owner of company. COO seems to ignore employee feedback. Attitude of COO seems to be that of a hard โTaskmasterโ - whose sole focus is on getting the work done, come what may. By continuously drilling the employees, COO is making them unhappy at work. COO also appears to be a person who will abuse power because of his position. He appears to be of insensitive type. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
This attitude and behaviour may work in the short term and may produce short term results but it is not good for the long term sustainability and health of the organisation. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>3) Where the problem lies in the story and do you also think that Gautamโs attitude was the reason of high attrition?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Employees join companies but leave managers. A Gallup poll concluded that the No. 1 reason people quit their jobs is a bad boss or immediate supervisor. 75% of workers who voluntarily left their jobs did so because of their bosses and not the position itself. In spite of how good a job may be, people will quit if the reporting relationship is not healthy. "People leave managers not companies...in the end, turnover is mostly a manager issue."</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Bad bosses are the No. 1 cause of unhappiness at work. People see the company only through their immediate boss. A manager who keeps abusing employees all the time and ill treats them will create an atmosphere of anxiety and distrust. A recent study says that 56% of employees would turn down a 10% raise to stay with a great boss. Treat employees fairly, reward them for their hard work and they will give 110%.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
It is seen in the case study that Gautam has lost too many exceptional employees including Sunil DGM-HR who became disheartened because Gautam didnโt stand by him. Sunil too was humiliated by COO Hoshiyar Singh in a particular incident, but kept quiet because of Gautam. After that Sunil just went through the motions and quit HMCG Company until he found another job. Gautam was missing Sunil in present scenario when he was preparing a presentation for Board on increased rate of Attrition and proposed solutions. So the quiet nature of Gautam and not reporting to Board despite him having the authority and power to do so when it needed to be is definitely one of the reasonโs for high attrition.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>4) Had you been in place of Gautam, how you would have handled the situation?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Had I been in place of Gautam, I would have collected all the facts, data, information on high rate of attrition, summarised and presented them to the Board of the organisation along with the proposed solutions. All Exit Interviews data would be placed in front of the Board indicating the key reasons why people have exited the organisation and what is to be done about it, to stem the flow of attrition. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Also I would have taken anonymous feedback from current employees, the resulting data of which would have supported the specific reasons for attrition and thus make the presentation to the Board on reasons for attrition more impactful. As VP-HR, it is within my authority to voice out beneficial suggestions for the organisation to tackle attrition and not just be quiet about it.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Also, I would have initiated succession planning for senior leaders, managers, and other workers at all levels of the organisation. This would be a proactive measure to counter attrition rate and fill the vacancies immediately as compared to reacting and taking action after the employee has left. By doing succession planning, by considering candidates, both internal and internal, the focus of the organisation will thus be on future sustainability and growth. </div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-22660513139133775722019-04-27T11:35:00.000+05:302019-04-27T11:35:01.068+05:30Whistle blower should not become scapegoat<div dir="ltr" style="text-align: left;" trbidi="on">
<div style="text-align: justify;">
Below is a fictionalized case study that presents dilemma faced in real organization. And written by me is a recommended solution to the problem. This has been published in <a href="https://www.businessmanager.in/whistle-blower-should-not-become-scapegoat.php" target="_blank">Business Manager HR Magazine</a> April 2019 edition</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>The Unethical HR</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
P. Mohan Reddy , the works director was not happy to see an email in his mailbox after coming from routine meeting of all managers and taking a review of manpower planning and continuous inflow of people to cater the plant needs. The main issue was of failure of providing sufficient man power supply by HR to different departments on daily basis. The manufacturing facility was new so the recruitment drive was on full swing.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Initially the company thought of a policy of outsourcing many activities through agencies to cater maximum needs and keep a stable minimum numbers of employees on permanent rolls. But after joining of new Recruitment Manager Shiva prakash from last one year, the policy was changed. On his suggestion, management agreed to increase employeesโ numbers slowly on co. rolls to maintain the minimum inventory of head counts. Shiva was appointed by the corporate office with some reference of one of the independent board director.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Shiva prakash was devoting his maximum time with placement vendors to acquire maximum people to appoint them on co. permanent rolls.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
The mail before Mr. Reddy was sent by Maintenance manager. He expressed his uneasiness about growing rate of attrition of people appointed on permanent Rolls. Maximum duration of employees was less than six months. His last line was much disturbing. He mentioned that the some boys had revealed that the same vendor providing us the manpower approached them for better opportunities and also poached them for some other organisations. The people crisis was rather becoming more and more complex. It was becoming a challenge for Mr. Reddy. Till now he left everything on Shiva prakash . But after reading mail, he decided to get involved and go deeper to find out the reasons behind all this. He called Shiva prakash to discuss the issue. Here is the conversation:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy: Shiva what is this happening? Why we are not able to stable the employees inventory. Why so much attrition?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Shiva: sir, it is demand and supply issue. We are at very remote location. People join us, stay for some time and then leave as soon as get other opportunity.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy: But we have increased the base salary rate and other allowances also as advised by you. What more you want to do ?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Shiva: I will ask placement vendor to be more serious and send us the candidates who are willing to stay back for long time.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy: Everything is not right in your process. Call that vendor. I would like to meet him.</div>
<div style="text-align: justify;">
Shiva: Ok Sir.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Even after one week, placement vendor did not come to meet Mr. Reddy. This raised his eye brows.During this time, Reddy got message from one HR officer assisting Shiva in recruitment process. He wanted to meet Reddy not in plant but at his residence. It was not normal. Things were looking messed up. He responded โโSend context of meet at my personal mail Id from your personal mail. Then will meet.โ </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy got the mail in the same night. โ Sir, Everything is not right in Recruitment. I am no more involved in recruitment now. Things are not transparent. Mr. Shiva and other female colleague only are doing all activities. Shiva does not trust me more . He is deeply involved with the placement vendor. I am never allowed to talk to him. He does everything of his own. I can share much if you permit to meet.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy Replied back. โCome 2maro morning before leaving for plant.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
HR officer, Sumit who was recruited by Reddy was in his first job. He belonged to well educated family. His father was senior bureaucrat. Many times sumit demonstrated his integrity and commitment towards organisation. Initially when he was assisting the administration, He caught scrap vendors loading/carrying material in collision with security guard at the post, which was not purchased by them. He compelled the vendor to unload the truck and re-segregated the scrap material. Rajni was appointed by Shiva.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
When Sumit met Mr. Reddy at his residence and exposed Shiva, it was like a bombing. Sumit revealed that shiva was favouring the vendor unreasonably. He diluted the agreement terms also. Earlier, the vendor was responsible for providing free replacement if the candidate leaves within six month. Now the condition has been diluted to three months. Earlier the payment terms were of three months. Now it has been reduced to one month only. The persons who are approaching directly to Co. for possible employment opportunities are discouraged and advised to come through vendor. In many cases Shiva shared the information of direct applicants to vendor and asked him to contact them and send their CVs through him. Sumit also requested that he can further investigate and takeout more details if Reddy permits him to do so. Reddy assured him that nothing will happen and he should continue watching him and his activities.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Reddy came to office, asked the finance manager to provide him the details of payments made to placement vendor during last one year. He was surprised to see the whopping payment figure. It was touching 10 million. He decided to put Shiva under surveillance. He engaged a private vigilance agency. After fifteen days the agency shared his report of findings. It ran like this:</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
โThe Placement agency named Metaphor executive search agency address provided was of a residential flat. There is no display board. People of the area do not know about any such business activity being carried out from the flat. Neighbourers revealed that an old couple resides there. The proprietor of the placement agency is relative of Mr. Shiva. The account statement obtained from bank unofficially in confidence reveals the interesting pattern of funds flow. Whenever the payment from the company was credited in the account of the agency, It was transferred to another account in the different branch of the same bank. The ultimate beneficiary in which amounts were used to be transferred belonged to one woman, who happened to be the wife of Shiva. Rajni,the female employee working in the HR assisting in recruitment activities was spotted with Shiva in the restaurants and malls of the city far away from factory location during last fifteen days. The relationship reflected was not of a boss and a subordinate.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Agency also enclosed the photographs of Shiva and Rajni while in restaurants and malls, bank statements of the agency, and his wife where amounts were transferred.โ</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Next morning , Before Reddy could think of any action against Shiva after discussing with corporate office and his confident managers, Shiva came running to meeting room where Reddy was discussing some other issues with different managers in meeting room. He was perplexed. He said that that the female employee working in HR department has given a complaint of sexual harassment against Sumit and the issue was very sensitive. He tried to molest her in the office when they were alone. Shiva put the written complaint before Mr. Reddy. Shiva said that she was standing outside meeting room and wanted to see you sir. She is insisting that she will report the matter to the police.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>Questions for Discussion and Solutions</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>1. Discuss the functional style and behavioural traits of Shiva vis-a vis of Mr. Reddy.</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
P Mohan Reddy seemed to be systematic & organised in his working style who obviously knows his work well & is deeply entrenched in it. He also appears to be a senior pro in his functional role as works director. The fact that he became alert of suspicious activities in hiring process once the attrition rate was pointed out by maintenance manager, seeing the enormous amount paid to a single placement agency vendor in last one year, dilution of T&C in agreements with vendor and also hiring of a vigilance agency for reporting of fraudulent activities states so. However one could point out that Mr. Reddy should not have given complete authority to Shiva to handle all recruitments & policy and decision making in that regards. Some level of control or regular reporting system had to be put in place by Mr. Reddy for Shiva. This was one of the lapse in the processes that has led ultimately to this fraudulent practices. However Mr. Reddy could also be forgiven on his part for this lapse as Shiva was recruited by reference of an independent board director.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Shiva Prakash appears to be a fraudulent employee whose sole objective is to make money using the companyโs resources for his personal gains. He is also observed to be involved in extra-marital affairs in spite of having a family. Ethical behaviour or following ethical practices is not in the DNA of Shiva. Shiv Prakash cannot be trusted. The fact that he was devoting maximum time to recruitment activities by co-ordinating with his relative who ran the placement agency inspite of him being at a managerial position and not allowing his juniors to do so states the fact. Also due to lack of degree of control in work reporting to superiors, he misused the complete freedom & authority given to him to change recruitment policies, recruitment agreements with the vendors for his personal gains. Needs of the company were never his prerogative</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Shiva Prakashโs acts are also very short-term minded. For how long, this will continue, one doesnโt know. It will be very difficult for Shiva Prakash to find another job after he is suspended from his current organisation once his fraudulent activities are found out, reported and acted upon. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>2. Discuss the people processes of the organisation? Were they correct or some review is required if so, what would you suggest?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Definitely, lots of review is required in the people processes of the organisation and also in other processes like finance, legal and vendor empanelment. First of all, Finance should have questioned as to why an enormous amount like 10 million is paid to a single placement agency Metaphor Executive. Finance should have questioned HR or atleast brought it to notice of Reddy since he is Director. Finance should not just be processing payments arbitrarily. Finance should be proactive</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
All agreements with vendors including HR related should have by Finance / Legalโs stamp of approval too on it. Because ultimately Finance is going to make payment & legal will come in the picture if there is some issue like the one as reported by the vigilance agency. So they should also be aware of it in the first place. The recruitment manager or for that matter HR should not be the sole approving authority. Itโs too much of a risk. There has to be a maker-checker system.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
There also seems to be absence of an authorised signatory process to sign all legal documents / T&C with vendors. Usually companies appoint a senior person to sign all external agreements / documents on behalf of the management / directors. But here it seems that it didnโt exist. Shiva made use of this process lapse to empanel his relative as an executive search firm. He only became the approving authority. Both maker and checker.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Also if Shiva had tendency of unethical & fraudulent behaviour, why wasnโt his previous employment reference check & background verification done. If this was done properly or had it been in place, then perhaps the organisation would have known his past history and maybe not hired Shiva in 1st place itself and all these issues that have happened as a result of it could have been avoided. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
It is to be noted that the case study mentions that Shiva Prakash was hired with the reference of an independent director by the corporate office. So what is the company HRโs hiring and selection policy if a candidate is referred by a director / management, will that candidate be given preference or should merit and need based selection be the sole criteria?</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
There also seems to be absence or lack of employment service rules that an employee should sign on the day of joining an organisation. The employment service rules should mention that the person in responsible function is strictly prohibited in entering into business contracts on behalf of the company with relatives. Basically, there should not be any conflict of interest which was seen here. </div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Lastly, there also seems to be lack of whistle blower policy in the organisation wherein one can report fraudulent activities happening without any fear or malpractice happening to the whistle-blowing person that was seen in the case of Sumit being reported for sexual harassment by Shiva on behalf of female employeeโs working in his dept. This means that employeeโs working under Shiva are involved with him in his activities or might be doing it because he is their boss and has told them to do so or for fear of being exposed and nailed. Also why Sumit had to visit residence of Reddy and report the unethical behaviour of Shiva. Ideally, the company environment and culture should be such that one can work freely and report any wrong doings in the office itself. Shiva would have come to know Sumit has visited residence of Reddy and would have thus become suspicious. Hence in order to protect himself and his co-workers who are working in tandem with him, he counter levelled charges of sexual harassment against Sumit to protect his wrong doings.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
<b>3. What do you suggest, how Reddy should handle the situation move forward step by step now and come out as successful leader in a crisis?</b></div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
There are two situations that Reddy has to handle now. Firstly, to expose the fraudulent activities by Shiva Prakash. Reddy has gone about systematically for that. He got information from maintenance dept. Based on that he verified the attrition report and reasons underlying it. Following that trail, he took details from Finance that further confirmed his doubts. He then had an independent agency conduct probe against Shiva Prakash who submitted their report.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Secondly, Reddy has to handle the counter allegation move by Shiva Prakash of sexual harassment against Sumit who had exposed his unethical behavior in the first place itself. Reddy canโt be seemed biased against Sumit also just because he has got proof against Shiva Prakash. For the sexual harassment complaint, it should be referred to the committee that the company would have setup or have in place as per POST Act, 2013. Reddy should also furnish the information that he has got about Shiva Prakashโs other activities to that committee so that they are aware of the background and credentials of the complainant too in the first place and so as to take an informed decision.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Regarding the fraudulent activities information collected by Reddy about Shiva Prakash, depending on the policies of the company, Reddy should forward it to the Corporate Office who will look into it and arrive at a decision. Reddy has done his duty as works director. The corporate office has to act upon it.</div>
<div style="text-align: justify;">
<br /></div>
<div style="text-align: justify;">
Sumit should be supported by Reddy and the company in his hour of crisis since he has done the whistle-blowing act in the best interests of the company against his departmental colleagues. Reddy should ensure that Sumit doesnโt become the scapegoat in these two incidences. The trail of information collected by Reddy against Shiva Prakash including the report by private agency should aid the case of both Reddy and Sumit. </div>
</div>
Unknownnoreply@blogger.com0tag:blogger.com,1999:blog-8485551460597666127.post-80113270996264121292019-01-02T12:52:00.001+05:302019-01-02T12:52:46.827+05:30Technical skills alone are not enough to survive<div dir="ltr" style="text-align: left;" trbidi="on">
Below is a fictionalized case study that presents dilemma faced in real organization. And written by me is a recommended solution to the problem. This has been published in <a href="https://www.businessmanager.in/technical-skills-alone-are-not-enough-to-survive.php" target="_blank">Business Manager HR Magazine</a> January 2019 edition <br />
<br />
<b>When arrogance dilutes competence</b><br />
<br />
It was not a very good start of the day for Ravinarayan DGM production engineering of this manufacturing unit. Joined only six months before, Ravi was finding some difficulty in handing his manager sushant who was there for lat 12 years i.e. since start of the unit and gradually promoted to this level.<br />
<br />
The factory is a joint venture of India and Japan with management control of Indian professionals but at the same time Japanese management has deep interference in operational activities as they have deputed their people as operations head, quality and engineering Head. Indian Management Board also kept one manufacturing head having administrative control over all affairs. Both these Operations head and manufacturing heads were reporting to Indian MD.<br />
<br />
Half an hour before Ravi had a hot altercation with sushant. Actually Ravi asked the new graduate trainee to submit his activity details for discussion, because in spite of repeated calling to sushant, he was not providing the details to Ravi which caused delay in planning certain activities. Knowing about asking graduate trainee to provide activity details directly by Ravi, sushant shouted on him in a derogatory manner as to why he asked the GET directly to provide details and bypassed him? Sushantโs tone was on high pitch. He cautioned Ravi, his boss that this way he canโt survive in the company and he (sushant) was not afraid of anyone as he has seen many bosses who have failed to control him and ultimately left the company.<br />
<br />
Ravi was not prepared for this in front office openly when Ravi came out from daily morning meeting. โSushant- what happened? Why are you so annoyed? Let us go to the office and talkโ, Ravi tried to play down the incident which was noticed by other managers also coming out of the meeting room along with him but nobody stayed there and pretended as nothing happened. It was shocks for Ravi as he never imagined that asking GET directly to provide details will make sushant so furious.<br />
<br />
Both went towards Raviโs Office but on the way while passing through corridors of manufacturing area, Sushant was talking very loudly. He also challenged Ravi that he can do whatever he likes. He does not care for anyone. Ravi decided not to go to office with him and replied, โSushant, I had to ask GET because you were not caring for my request since last 15 days and thing were getting delayed. I must know what you are planning and how you are going to deliver.โ Ravi reminded Sushant that few days back he was instructed to take along another Astt. Manager while visiting Tooling Vendor companies, but he avoided his instructions and went alone for visit. Ravi came to know only this fact when inquired from Astt. Manager about the outcome of visit and he revealed that sushant did not take him along as he kept waiting.<br />
Ravi felt humiliated. He went to Manufacturing head Mr. Gopalan and reported the matter. Ravi briefed him about the incident and also said that it was not his first incident. Sometime back also he misbehaved with some store people when Sushant was requested not to avoid/bypass the laid down process for dispatch of moulds and dies to tooling Vendor Company. Sushant thrashed him also for โinterveningโ in his way of working.<br />
<br />
Actually sushant was blue eyed boy of Japanese Operations head Mr. Takimoka and whenever, his incidents were reported to him, he took casually and advised manufacturing head Gopalan and Ravi to adjust with him as sushant was very old, senior and high potential manager and was delivering the things as per expatโs desire. Sushantโs ability to perform at high level put by putting his heart and soul without caring for working hours in completing tasks made him ignoring of following processes. Sushant did not enjoy reporting to Ravi or any other senior including Gopalan except operations head Mr. Takimoka.<br />
<br />
Manufacturing head Gopalan was also not happy with sushantโs behaviour and attitude and he was getting repeated reports about his arrogant behaviour. After listening to Ravi, he said, โneed not to worry, donโt get upset, I will take careโ.<br />
<br />
Next day after morning meeting Gopalan met MD where Mr. Takimoka was also sitting in his cabin.<br />
<br />
Gopalan: sir, now enough is enough . We need to take call about sushant. His incidents of misbehaviour are increasing. Yesterday, he openly insulted and shouted on Ravi in front office. He does not want to follow processes and systems. In last five years we have lost three DGMs.<br />
<br />
MD kept listening and saw towards Takimoka for a moment. โBut Mr. Takimoka, You always gave very positive report about sushant? What I am listening? Donโt you think we should do something about this issue.โ<br />
<br />
Takimoka, sensing the gravity of matter, made an attempt to control the damages. He said , no issue, I will talk to sushant and make him to apologise to Ravi and he will also improve about his behaviour. Leave it to me. I will handle. He then asked Gopalan to meet him in his cabin with Ravi to discuss and resolve the matter.<br />
Before Gopalan could take HR head into confidence and brief him about incidence, He saw a mail from sushant with copy to Takimoka, Ravi, HR head and M.D. Following is the mail:<br />
<br />
โDear sir, Regarding yesterday Incident, I want to say that I was very much engaged in various jobs since last few days causing stress and during that state of mind I talked to Ravi sir. If something has hurt him, I feel sorry for that. I never intended to insult him. I have been giving all my time with full devotion at the cost of my family and personal life to the company. No one should doubt my loyalty and commitment. I will try to improve upon my behaviour also.โ<br />
<br />
Gopalan gave a call to HR head and Ravi and requested them to come to his office immediately. But, after reading sushantโs mail, Gopalan was thinking in different direction.<br />
<br />
<b>Questions for Discussion and Solutions</b><br />
<br />
<b>How do you interpret the personality traits of sushant? Was he a good manager?</b><br />
<br />
Sushant may be good as a worker, as an individual lone contributor who by the sheer presence of his talent, skills, perseverance and hard work has worked his way up the ladder in his current manufacturing organisation. However Sushant should realize that talent and technical skills alone is not good enough. As one grows in the organisation and the number of years pass by, demands of the job and the organisation vary, they change. So one needs to adapt to it, develop themselves as per it. Repeatedly being in the same profile will not help.<br />
<br />
Also by virtue of being in the same organisation for the past 12 years since the start of it, one tends to develop a laid back attitude and of being that in a comfort zone that nothing will happen to me as seen in the statement by Sushant to his boss Ravi that he has seen many bosses who have failed to control him and ultimately left the company. Sushant is also comforted by the fact in the back-end that he is the blue-eyed poster boy of Mr. Takimoka, Operations Head from Japan who had deep interference in operational activities of the Manufacturing Unit.<br />
<br />
<b>How do you underline the approach of Mr. Takimoka in this episode?</b><br />
<br />
Mr. Takimoka took a conciliatory approach in this matter. Their Indian counterparts Mr. Ravi and Mr. Gopalan had decided to take the matter of Sushant hands on and had decided to confront him and also show to him as to who is the boss. However since the matter was reported to Mr. Takimoka who always had a positive report about Sushant and was impressed by his work decided to speak to Sushant alone, calm him down, maybe give him some guidance, tips on how to get along with everyone by improving his behavior including his seniors as it would be good for everyone in the organisation, it would be a win-win situation as compared to a confrontational approach.<br />
<br />
However Mr. Takimoka knew that time was running out from him, Sushantโs matter had indeed become grave and there was not much he could do to control the damages as Mr. Gopalan the Manufacturing Head had reported that due to Sushantโs Behavior and inclination to not follow systems and processes, the organisation had lost 3 DGMโs in the last 5 years. It would be a matter of time that the organisation would have to let go of Sushant if he did not change or improve his behavior and look for a replacement. As ultimately, systems and processes are important, that define an organisation and not an individual.<br />
<br />
<b>How Manufacturing head Mr. Gopalan should handle this matter now?</b><br />
<br />
Gopalan was going to take the HR head into confidence and was going to brief him about the incidence. However he saw an email from Sushant apologizing about the incidence that had happened and the underlying factors that led to it. Since the matter has come on record, on mail, Gopalan should still speak to the HR head about it including with Ravi and give their views also. Let the HR head then take a judicious call. Sushantโs mail should also be replied to. Since Sushant has apologized, everyone can move on but care should be taken that such instances do not repeat again<br />
Sushant should be informed to improve his behavior and attitude. Maybe some sort of coaching and mentoring in behavioral attitude can help Sushant. Also since Sushant has said that he was engaged in various jobs for the past few days and was pursuing it passionately at the cost of his family and personal life, all his 3 seniors should have a meeting with him and see if he needs a helping hand so as to reduce his workload and thus work pressure. That will perhaps lead to Sushant being in a better frame of mind and thus in behavior also.<br />
<br />
<b>Should Ravi also change his functioning style keeping in view the prevailing relations dynamics?</b><br />
<br />
No, I donโt think Ravi should change his functioning style keeping in view the prevailing relations dynamics. He was right in asking details directly from the Graduate Engineering Trainee (GET) when Sushant failed to provide it to him inspite of regular reminders. Ravi was also right in knowing as to what the reportees under him were going about doing their planning work and how are they going to deliver. As a boss, he has the right to know as to what his subordinates are up to. Ravi was also right in reminding Sushant how he had failed in his other duties of taking the AM along with him during visit to Tooling Vendors but did so alone. Ignoring your reporting authorityโs instructions repeatedly is not a good sign of things to come and hence Ravi was right in his actions.<br />
<br />
Sushant should learn to respect his seniors, his colleagues instead of confronting them verbally or by not following their instructions. If Sushant did not enjoy reporting to either Ravi or Gopalan, he should make it explicitly clear and try to work out a solution towards it. Either sit with them and tell to them what he sees are right or wrongs in their working relationship and also listen to their views and see if some amicable solution can be worked out. Else, Sushant can go for a change of profile or reporting authority.</div>
Unknownnoreply@blogger.com2