project- we like

PROJECT WE LIKE2 YR PGDM-DLP/HB

SHIVA SUBRAMANIAN

HPGD/AP15/1915

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PROJECT WE LIKE

INDEX

WE TUBE

WE LOUNGE

NEWS WIRE

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WE TUBE

1. Use of Social Media in Marketing:- Ms. Surashri Shivadavkar.

2. The Leadership Formula = P2 + C2:- Prof. Gabriel Banerjee.

3. The First Impression:- Prof. Raghu Palat.

4. The Art of War by Sun Tzu:- Prof. Percy Vaid.

5. Gagne’s Nine Levels Of Learning:- Prof. Mrunal Lamge.

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Use of Social Media in Marketing: Ms. Surashri Shivadavkar.

Key Learnings:-

SMM is a process of interacting with the masses on social networking channels.

It helps us to ….

1) Enhance brand image.

2) Drive tragic to desired destination.

3) Build buyer persona.

4) Fill sales funnel through engaging content.

5) It is economical.

Important tips.

1) The search for social media marketing.

2) Choosing the right mix.

3) Resources that the brand needs to start on social media.

4) How to get organic fans?

5) Inaugural campaign for start ups.

6) Know your KPI’s.

7) Conclusion

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Social media success depends on :-

The first campaign of your brand should be eye catching.

Social media channels you are present like FB, LinkedIn, Twitter, Google +, Instagram, You Tube, Pinterest etc..

Textual & visual content.

Freebies.

It should be generic & scalable.

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More than 65 million social media users in India

User base :-FB has 112 Million, LinkedIn has 31 Million, Twitter has 18 Million.

Average time social media user spends every day on social media is 2hrs 26 mins.

60% traffic comes from the 2 & 3 Tier cities

The reach of social media is PAN India

Social media gives extensive exposure to your brand.

Top 5 Indian Brands on social media:- MAHINDRA, PEPSI, TATA SKY, BAJAJ ALLIANZ LIFE INSURANCE, BRITANNIA.

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The Leadership Formula = P2 + C2 Prof. Gabriel Banerjee.

Key Learnings:-

Leadership formula is personal & professional.

Global vision of leadership also known as situational

leadership.

It is about my world & the world.

My world emotions, unscientific, no logic works. e.g.:-

growth.

The world scientific , logic , rational. e.g.:- KRA, KPI.

Global vision of leadership talks about both.

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To understand leadership he gave examples of:-

A Leader:- Sets goal, vison, monitors, mentors etc..

A Manager:- He plans, organizes, manages & performs tasks.

A Supervisor:- Supervises a function or a task.

The Leadership Formula = P2 + C2. Purpose :- Behavioral theory (Purpose defined clearly).

Passion:- Contingency theory (passion to transform the task & relationship).

Competence:- Great man theory (Capability to lead , make things done).

Character:- Threat theory (honesty integrity, ownership)

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Purpose :- Should be strong & you strive to excel.

Passion :- It is internal aspect.

Competence:- Knowledge , Skill, Attitude.

Character :- Motivator, doer.

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The First Impression:- Prof. Raghu Palat.

Key Learnings:-

First impression is based on how a person look & conduct himself.

First 10 seconds is the most crucial time to make right first impression.

First impression last for nearly 7-8 years.

Dress for the occasion, decent & eye pleasing.

Better bargaining power or better chances of getting a job.

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How people are perceived?

Visual 55% how you look?

Vocal 38% how you sound?

Verbal 7% what you speak?

Create an impression that you are competent,

knowledgeable, professional & trustworthy.

Your dressing should reflect your aspirations.

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Right impression on first impression is very

important. You don’t get a second chance.

You need to look good.

Sound good.

Smell good.

Talk well.

Your dressing should reflect your aspirations.

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The Art of War by Sun Tzu:- Prof. Percy Vaid

Key Learnings:-

Sun Tzu was a Chinese scholar, a strategic mind &

researcher.

Sun Tzu wrote a book called the art of war in 320 BC .

This book is considered as a strategic bible for business leader & military minds.

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1. Best battle is that which is won without being fought :- e.g.:- M&A, entrance barriers, influencing government policy.

2. Know your enemy & yourself. (SWOT analysis).

3. Don’t be complacent, focus on next milestone, keep ahead of market trends.

4. Team building & have systems & processes in place to synergize the collective energy.

5. Think out of box. E.g.:- TATA NANO.

6. Have market presence only in those market where you can be a market leader. For e.g.:-TATA , GE.

7. Positioning yourself where the competition is the weakest e.g.:- Break off Hero Honda Group.

8. Marketing strategy should not be leaked. E.g.:- Apple V/s Samsung.

9. Be flexible & adaptable.

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10. Employee morale should be top priority.

11. Be proactive & sensitive to future trends.

12. Focus on inherent competitive advantage.

13. Planning in advance for the best & worst scenarios.

14. Be alert & sense the danger. M&A , poaching.

15. Enable transparency & free flow of info. Avoid gossip or rumors.

16. Gain respect by conducting business ethically & exhibiting moral courage in adversity.

17. Leadership quality will act as differentiator. Invest in talent development.

18. Be wise & save.

19. Gain strategic insight into your business.

20. Planning is key to success.

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21. Focus on employee development.

22. Treat your employee with respect & win their trust

& loyalty.

23. Be opportunistic. For e.g.:- Maruti Suzuki labor

problems.

24. Market intelligence help in critical decision making.

25. Ensure employee morale is high.

26. Don’t be complacent, be proactive.

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Gagne’s Nine Levels Of Learning :- Prof. Mrunal Lamge

Key Learnings:-

Robert Gagne was an educational psychologist whose book “the conditions of learning identified the mental conditions that are necessary for effective learning.

Benefits of Gagne’s Model.

# Use of checklist by trainer before they engage in teaching or training.

# Highlights a form of communication that aids the learning process.

# Helps learners to more engaged & to retain info or skills.

# Helps you structure your training session & trainees get the best out of the training session.

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Gagne’s Nine Levels of training.

Level 1:- Gaining attention e.g.:- raising the volume of your voice, gesturing.

Level 2:- Informing learners of the objective (WIIFM).

Level 3:-Stimulating Recall of prior learning (Retrieval).

Level 4:- Presenting the stimulus by auditory , visual, kinesthetic.

Level 5:- Provide learning guide like case studies, graphics.

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Eliciting performance like role plays.

Feedback.

Assessment. (Tests, questionnaire etc..)

Retention. (Practice sessions, team activity.

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WE LOUNGE

The progressive journey of Mr. Abhijeet Pandit–

Part 1 (Group CEO Autohangar (I) Pvt Ltd).

Mr. Sailesh Patil- Part 1 (Director Kesari Tours &

Travels Pvt Ltd).

Mr. Shriram Krishnan – Part 1 (CFO, FOX Star

Studios India).

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The progressive journey of Mr. Abhijeet Pandit– (Group

CEO Autohangar (I) Pvt Ltd).

Key Learnings:- The video is about the career graph of Mr. Abhijeet Pandit.

He talks about his college days, his first job at Tata’s.

The reason he joined Tata’s is due to company values.

The key to his success is to make the best of the opportunity given to him.

He talks about his growth in Tata’s with an overseas assignment to Middle east , Europe, Africa.

He was instrumental in developing the business in these countries. The USP’s of Tata was tough, rugged & reliable. He mentions about how it indirectly helped Tata’s to be more customer focused.

He joined Nissan after Tata’s. The reason for the change is noteworthy. To get out of comfort zone.

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CEO Autohangar (I) Pvt Ltd).

After a successful stint at Nissan he joined as Group CEO Autohangar India.

He cites reason for change as growth opportunity on the professional front & giving something back to his country on the personal front.

His secret to success is taking calculated risk & believes in making the most of the opportunity given.

He took the challenge to change things through his leadership qualities. He talks about leading by example, motivation, Team work, demonstration.

Finally he talks about enjoying his job & passion for cars as reasons for his long stint in the automobile industry.

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CEO Autohangar (I) Pvt Ltd).23

Auto Hangar is a Mariwala group and has a local brand equity.

The cars Auto Hangar is marketing is Mercedes Benz & Lamborghini.

As a CEO he decided to take the organization to next level.

The growth is a about 55% vis-à-vis last year.

Key to success is the Culture.

Performance oriented ,motivation of employees, creating an image of multinational organization.


CEO Autohangar (I) Pvt Ltd).24

Taking up the dealership of Lamborghini was a natural progression.

Offering option to our customer to have world class luxury car.

Future of automobile industry is good, growth of luxury is in double digit with more earning capacity. Economy needs to be more liberalized.

His professional motivation is to make auto hangar be market leader.

Personally he is passionate about cars.

Mr. Sailesh Patil- (Director Kesari Tours & Travels Pvt Ltd).

Key Learnings:- The video is about the career graph of Mr. Sailesh Patil.

He talks about the humble beginning. How the name Kesari was chosen for the business? Kesari was his father name.

His father was working with his brother who had a tours & travels business. His father was good in logistics.

They started Kesari in 1994 with minimum capital & 100 sq. feet office.

Mr. Saliesh was passionate about tours & travels.

He talks about strengths of Kesari Tours & Travels as good quality service, word of mouth references & sincerity.

Early on he used technology & systems which helped their business grow.

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Mr. Sailesh Patil- (Director Kesari Tours & Travels Pvt Ltd).

The USP Kesari Tours & Travels was his father’s unique style of given authentic & accurate information to the travelers. They offered tours which was not offered by their competitors.

Every family member was involved in the business & acted as tour operators. Customer feedback was immediately addressed. The made effective use of office space they had two shift operating.

He stated to send personalized greeting cards to the customer. CRM was in place in 1986 at Kesari Tours & Travels.

When the business grew he realized that delegating roles to the employees & empowering them was need of the hour.

He had the knack of identifying the right person for the job, train them on systems & process, focus on personality development.

He implemented paperless office similar to cloud computing way back in 1989.

He developed a system which not person specific but can be used by everyone.

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Mr. Sailesh Patil- (Director Kesari Tours & Travels Pvt

Ltd). 27

Key to success of Kesari is people managing skill , empathy for others, presence of mind.

Positive thought process to help you grow. Save you time,

Introduced Sukho Thai for travelers. Kesari has got a franchise agreement for 25 years. They will set up franchise at Singapore , UAE , India, Nepal.

Real time system implemented for Sukho Thai franchise .An app has been developed.

Sukho Thai is wellness program for everyone.

Mr. Shriram Krishnan – (CFO, FOX Star Studios India).

Key Learnings:- The video is about the career graph of Mr. Shriram Krishnan.

He talks about choosing the right professional course & completed his Chartered Accountancy.

After completion he joined A. F. Ferguson a well established accounting firm.

Initially he had difficulty in adapting to the culture of the organization, but was quick in realize that he need to be aware of his surrounding's & mix with his team mates. He learnt to what matter most is the way you present things.

Mr. Shriram decided never to industry specific. He considered himself as a financial professional and was open to work in any industry.

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After A. F. Ferguson he joined ION EXCHANGE where he learnt to get thing done from his team. Here he experienced how a big corporate functions.

He left ION EXCHANGE & joined Trikaya Grey an advertising agency. He shares his experience & learnt how to address critical issues with a boss having limited time to spare.

Later he joined ITC Classic Finance a fast growing finance company. There were not system in place & he kept manual tab of every transaction.

His choice of job was never pre-determined. He took the challenge and joined STAR TV. He always believed in doing the job to best of his ability. Always committed to his work.

He was part of STAR TV growth & implemented systems.

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Mr. Shriram Krishnan – Part 1 (CFO, FOX Star Studios India).

After STAR TV he joined Fame. He was instrumental for the IPO.

He learnt to manage growth from a single multiplex to 15 across the country.

As a financial professional he states that month of march is just performance for last 12 months.

He never encouraged creative accounting. Integrity is paramount.

Post Fame joined FOX Star Studios India as CFO in 2008. He strongly believes that Bollywood is a solid business idea for corporates to be part of.

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Growth at FOX Star has doubled since he has joined.

Each film is a project by itself.

Philosophy of FOX Star is if the film is good then we will back the movie to any length.

Relationship is the most imp factor.

Fox star believes in commercial success backed by content.

He believes in team work & has qualities of mentoring his sub-ordinates'.

Secret of his success is sheer hard work.

NEWS WIRE

1. OVERCOMING THE CHALLENGES TO SUCCESSFUL OPEN

INNOVATION.

2. SKYPE INTERVIEWS: WHAT YOU NEED TO KNOW.

3. 5 PLACES TO FIND INFORMATION FOR YOUR 30-60-90-DAY PLAN.

4. THE UNCONVENTIONAL HABITS OF TRANSFORMATIONAL LEADERS.

5. THE X FACTOR - TIME MANAGEMENT.

6. STRATEGIC MANAGEMENT AND THE WAY FORWARD.

7. HOW TO ANSWER INTERVIEW QUESTIONS ABOUT YOUR

WEAKNESSES

8. HOW DO YOU CHOOSE THE KEYWORDS IN YOUR LINKEDIN

HEADLINE?

9. FACEBOOK STUMBLES ON THE WAY TO ITS NEXT BILLION USERS

10. GREAT LEADERS KNOW THEY’RE NOT PERFECT

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OVERCOMING THE CHALLENGES TO SUCCESSFUL OPEN INNOVATION

Key Learnings:- For the past few years have seen some of the world’s

largest multinational companies — from P&G to IBM and

3M — implementing “open innovation” programs.

Challenges to successful open innovation.

Managing intellectual property issues and other legal

risks.

Processing ideas quickly

establishing an efficient internal structure.

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OVERCOMING THE CHALLENGES TO SUCCESSFUL OPEN INNOVATION

To overcome the challenges to open innovation program we need to have a strong internal structure that helps:

I. Effectively solicits ideas.

II. Reviews ideas in a timely manner.

III. Makes decisions whether or not to pursue the submission just as efficiently.

IV. Communicates regularly with the innovator on the status of the submission.

Benefits of “open innovation” programs

greater diversity of ideas.

lower research and development costs.

and a better stocked pipeline of new products.

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SKYPE INTERVIEWS: WHAT YOU NEED TO KNOW

Key Learnings:- Benefits of Skype interview to an employer.

Geographical distance is easily covered

It helps in streamlining the interview process

It helps to quickly weed out the unlikely candidates.

Although a Skype interview takes place in the comfort of your own home, be sure to execute these Skype interview best practices:

Dress For The Occasion

Equipment

Practice

Smile

Have Notes

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5 PLACES TO FIND INFORMATION FOR YOUR 30-60-90-DAY PLAN

Key Learnings:- A 30-60-90-Day Plan has a powerful impact on the success of your job

interview. The information you need to create a company-specific 30-60-90-

Day Plan.

Here are 5 places to find the information you need for your 30-60-90-Day Plan:

# Google.

# The Corporate Website.

# Twitter.

# Facebook.

# LinkedIn.

#Group discussion.

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THE UNCONVENTIONAL HABITS OF TRANSFORMATIONAL LEADERS

Key Learnings:- This topic talks about two CEOs – German Gref (Sberbank) and Vitaly Vasiliev

(Aeroflot).

The rapid transformation of these companies from being notorious for poor service, obsolescence and their uncompetitive to be amongst the market leaders is solely due to unconventional habits of these two leaders.

List of attributes:-

Super-ambitious

Be No.1

Threw themselves headlong into learning

Listening to customers

Technological enhancements

Demanding captains

Opportunity to participate.

Serve as leadership role models.

Demonstrative.

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THE X FACTOR - TIME MANAGEMENT

Key Learnings:-

Time management is one of the most critical factors in the success of any organization. But proper utilization of time to reap the benefits of any opportunity is the biggest challenge for everyone.

The concept of Just-In-Time is used to minimize the total process time in operations so as to maximize productivity and make the best use of available time.

The simplest ways of managing your time for future projects and events, is to prepare a Gantt chart. By prioritizing productive processes and adjusting non-productive activities at a different time we can manage & utilize time effectively.

One example of utter mismanagement of time was during the preparation of the Commonwealth games for Delhi 2010.

The golden rule is to proficiently managing only one resource - TIME.

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STRATEGIC MANAGEMENT AND THE WAY FORWARD

Key Learnings:-

It is the systematic process of analyzing, designing,

coordinating and implementing desired action plans to

achieve sustainable competitive advantage.

Factors influencing strategic management.

Technological innovation

Political factors

Economic factors

Social trends.

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STRATEGIC MANAGEMENT AND THE WAY FORWARD

The biggest risk is not taking any risk... In a world that changing really quickly, the only strategy that is guaranteed to fail is not taking risks.” – Mark Zuckerberg, CEO, Facebook

The deciding criteria of companies for making decisions.

Experience or Storytelling.

Specialist or Convenience

Value or Price

Social or Traditional Media

Outsourced or In-House

Local or Global

Insights or Data

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HOW TO ANSWER INTERVIEW QUESTIONS ABOUT YOUR WEAKNESSES

Key Learnings:-

Why would interviewers ask any job seeker about their greatest weakness?

Hiring managers wants to see how thoughtful or strategic you are in an interview. It does say a lot about you…

· How do you react to difficult questions?

· Many interviewers ask this question—were you prepared for it?

· Whatever answer you give, it does give some insight into you and your personality.

Use a weakness that you have found a way to manage.

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HOW DO YOU CHOOSE THE KEYWORDS IN YOUR LINKEDIN. HEADLINE?

Key Learnings:-

A headline is your branding statement in your LinkedIn account.

With 120 characters of space available and standing out amongst 400 million LinkedIn users is tough. What about when 94% of recruiters are sourcing job candidates on there?

Few important tips:-

Consider your unique value proposition. using buzz words.

Being a problem-solver, client-driven, and consultative.

Add powerful adjectives, a bullet point to your headline with a compelling statement.

Don’t be afraid to change your headline every few months.

Be enthusiastic in crafting your headline.

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FACEBOOK STUMBLES ON THE WAY TO ITS NEXT BILLION USERS

Key Learnings:-

Facebook took 8 years to reach its first 1 billion users. Getting to the next 6 billion people in the world is proving far tougher.

The idea behind Facebook’s “Free Basics” program is to make it easier for lower-income people in India to have their first taste of the Internet by making it affordable to go online.

Percentage of Indian population using the Internet is 18%.

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FACEBOOK STUMBLES ON THE WAY TO ITS NEXT BILLION USERS

Mark Zuckerberg wants to increase the global numbers of

people online by making mobile Internet access more

compelling and affordable.

The future Web winners will be determined not only by the

quality of their technology but also by their abilities to

navigate thorny global politics. Facebook is finding India

tough sledding. Protests against Free Basics began in India

almost as soon as the program was announced. The demand

for net neutrality has gained steam.

the Telecom Regulatory Authority of India (TRAI)

banned Free Basics on 8th February 2016.

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GREAT LEADERS KNOW THEY’RE NOT PERFECT

Key Learnings:-

Research studying thousands of leaders rising into bigger jobs revealed 69% feel underprepared for roles they assume. Forty-five per cent had minimal understanding of the challenges they would face, and 76% said their organizations were not helpful in getting them ready.

Fearing exposure as a fraud, many leaders overcompensate with extreme attempts at flawlessness

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GREAT LEADERS KNOW THEY’RE NOT PERFECT

There are three common, but mistaken, beliefs they share.

“I have to be perfect.”:- Executives, fearing criticism and exposure, work to perpetuate the illusion of infallibility—and perfectionism. They should realize greatest source of credibility is their vulnerability.

“I have to be 100% fair.”:- Leaders suffering from impostor syndrome to worry too much about placating these people.

“I have to be accessible 24/7” :-Leaders never feel they have enough time to give, and followers don’t feel they get enough. To overcome this you need to set clear boundaries & share your time with entire team instead of too many one-on-one conversation.

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Thank You

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