guna anveshan kendra © assessment development centers · 2012. 10. 30. · "profit...
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Guna Anveshan Kendra ©Assessment Development Centers
A Tool for Change Managementin
Post Liberalization India
Meena Singh and Vijay ShankarBRISC Management Group, Canada
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34th International Conference on Assessment Center Methods, Washington
September 23rd , 2008
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Presentation Structure
• Background– Indian Environment– Impact of Change on Organizations and Managers– Flavor of Change Situations
• Assessment Centers in Change Management– Our Approach to Change Management– How Assessment Centers Fit in – The Guna Anveshan Kendra Avatar– Cultural Sensitivity
• Case Studies
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BACKGROUND
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Pre –Liberalization
(1947–1991)
Post Liberalization
(1991 onwards)
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Time Horizon
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Pre -Liberalization India
Post Independence (1947) Thinking
• Fabian Ideology• Concern for Struggling masses• Gandhian Faith in Self Reliance• Belief in need for excellence in
infrastructure for science and technology• In private sector – big was bad and Small
was Beautiful (protection of small scale sector –’ cottage industries ’ )
• Preference for a mixed economy
Indian Economy before 1991
• Centralized Planning (5 year Plans made)• Complexity in regulation• Incentives for import substitution and
developing indigenous technology• Government licensing and controls over
prices, production, foreign exchange• Protection of domestic and small scale
industries• Predominance of Public sector
corporations in most industries
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Reform and Liberalization
Is about
• Encouraging growth of private sector • Facilitating Foreign Direct Investment• Restructuring Public Sector for efficiencies• Providing Incentives for exports and allowing more
imports• Moving away from protection of small scale industries
– realization that economies of scale is necessary for economic growth
• Simplification of policy, regulation, tax structure
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Impact on OrganizationsST
RATE
GIC
• Handling Competition from Domestic and International Products
• Opportunity (domestic and export)
• New Risk Factors• Expansion• Perform or Perish• Profit Maximization• Development of People• Customer Orientation …..
OPE
RATI
ON
AL • Cost reduction
• Increasing sales• Process Improvement
(technical, people and thinking)
• Recruitment of people• Monitoring Quality• Working in uncertainty and
new environment • Reduced focus on regulation• Availability of financial
resources • Access to more services (e.g.
logistics)………………..
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Impact on ManagersFr
omSecure jobs
Secure markets
Same regulatory framework
Work life insulated from change
Job focus on Administration
Experience valued over expertise…
Competencies valued (e.g.):
Ability to work with Government
Labor Relations
Legal Acumen
Ability to work around rules
Patience and tolerance (time delays and inefficiencies)….
To Pressure on achievement and performance
Uncertainty
Conflict across age groups
Need to Satisfy Customers
Need for higher learning orientation….
Competencies valued (e.g.):
Being proactive
Tolerance for ambiguity
Adaptability
Creative problem solving
Entrepreneurial Skills (risk taking, creativity)
Decision Making…..
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Flavor of Change SituationsSample Change Drivers
Increased Competition
Culture change : Bureaucratic to Business
Socialistic to Capitalistic
Old to New (Technology, Process, People….)
Expanding Market Share
Repositioning or Renewal
Enhancing Performance
Mergers
Joint Ventures
Change in Senior Management
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Change Catalyst
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ASSESSMENT CENTERS IN CHANGE MANAGEMENT
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BRISC Change Management ApproachBuilt on Price Waterhouse Methodology
Strategic Levers
Organizational Levers
Operational Levers
Managing Communication
Manage Stakeholders
Build Teams
Transfer Skills
Evaluate Envision Empower Execute Evolve
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BRISC Change Management Philosophy
Change in MEChange in
Organization
Change in Environment
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‘ME’ Is Critical !Beyond Processes, Technology, Structure
I can be a champion or pioneer of change who innovates and revolutionizes
I can play a supportive role
I can be the one that monitors, tweaks and sustains change
But, WHAT IF I AM THREATENED BY CHANGE AND RESIST CHANGE?
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How do we Identify People for the Roles?
Change Creates New Situations!
Successful Performance in current job may not ensure success in future jobs
There is no past data on behavior under the new situation !
Assessment Centers Provide the Key
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Guna Anveshan Kendra Avatar
Guna• + Characteristics• Potential
Anveshan• Exploration and
Research (Collaborative)
Kendra• Center
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Cultural Sensitivity: Fear of Assessment and Evaluation
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Magic of the Process!
Creating the Environment:
Focus on the Positive
Simulation Design:
Non Threatening and Reduce Bias
Feedback :
Create ownership for personal growth
Post Feedback Action Planning:
Leverage Feedback Process
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Creating the Environment:Focus on the Positive
• Communicate (change process)• Share Guna Anveshan Kendra approach
(helps reduce anxiety)• Build trust through transparencyBefore
• Empower Participants • Reiterate assessment of potential• Facilitate stretching limitsCommencement
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Simulation Design:Non Threatening and Reduce Bias
Competency based with clear
Behavioral Indicators
Variety of tools and formats
levels the field
Business Knowledge
Relevance for Future
(Change Vision)
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CognitiveAffectiveConative
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Feedback Process:Create ownership for personal growth
Information Sharing
• Indicators not labels
• Objective not Subjective
• Privacy
Mutual Exploration
• Strengths• Development
Areas• Blue Sky
Thinking (Change: removal of individual and organization constraints)
Energizing
• Aspirations• Focus on
positive
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Post Feedback Action Planning:Leverage Feedback Process
KEY strengths and areas of development (Buy In)
Organizational Action Planning to match individuals with planned projects and activities in change process
Allocating roles and assignments
Personal Action Planning to support organization plans
Facilitating success in new role for fulfillment
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Change Drivers – Change Objectives- Assessment Center Outcomes
CASE STUDIES
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Automotive Lubricant Manufacturer with Two International Brands
Key Change Drivers:
1. Deregulation 2. Paradigm shift from distribution to marketing
3. International competition
4. Fear of being wipedout
Change Objective-within months:
1. Achieve quantum increase in market share
2. Build brand equity
Assessment Center Outcomes:
1. Placement of employees in new roles
2. Exponential growth in performance of individuals and teams
3. Team grew market share from 2% to over 12%
4. Employee retention in spite of attractive remuneration offered by competition
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Large Government Owned Telecom Service Provider
Key Change Drivers :
1. Liberalization 2. New Leadership 3. Bureaucratic Attitudes 4.Inefficiencies
Change Objectives:
1. Creating a business culture
2.Being Customer orientated 3. Team working 4. Responsibility Accountability at all levels
Assessment Center Outcomes:
1. Ownership to change in the face of cynicism 2. Empowered teams 3. Internally developed performance measures 4. Improved communication
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At an International Eye Care Company
Key Change Drivers:
1. Sale of a fast moving consumer product line
2. Acquisition of a surgical equipment business and need to integrate a new team
Change Objective:
Create a unified eye care identity for the company
Assessment Center Outcomes:
1. Teams integrated
2. Common vision created
3. Foundation laid for “Strongest eye care team in the country ” CEO
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It Works!
Effective Change
Management Methodology
Assessment Centers
Holistic ! More Effective
than each alone
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From Our Client Base Of Over 90..•
• AIRFREIGHT LIMITED (DHL)• ASIAN PAINTS LTD• BASF INDIA LTD
• BAUSCH & LOMB INDIA LTD• C I T I L (Citibank)
• CADBURY INDIA LTD• CHILDREN AIDS SOCIETIY- LONDON (CANADA)
• CHILDREN AIDS SOCIETY - BROCKVILLE (CANADA)• CHILDREN AIDS SOCIETY - LANARK (CANADA)CHILDREN AIDS SOCIETY – CORNWALL (CANADA)
• CHILDREN AIDS SOCIETY – WINDSOR AND ESSEX• CITIBANK• Exult, USA
• Gulf Oil Corporation Limited• HOTEL LEELA KEMPINSKI
• INGERSOLL RAND INDIA LTD• JOHNSON & JOHNSON LTD
• MITSUBISHI OIL CO• OUR PLACE PEEL (CANADA)
• OWENS CORNING INDIA LTD• SIEMENS LTD
• Silicon Valley Technology India Ltd• TIDE WATER OIL CO INDIA LTD (Texaco Affiliate)
• VIDESH SANCHAR NIGAM LTD• VOLTAS LTD
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GUNA ANVESHAN KENDRA © Explore and Realize Potential
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“….Be the Change You Wish To See In The World” Mahatma Gandhi
You can contact Meena Singh at [email protected] Vijay S Chandrashekhar at [email protected]