Friday, December 25, 2009
Saturday, December 12, 2009
Riding the Tiger Media Memories
Our new book, RIDING THE TIGER: Leading and Learning in Turbulent Times, published by ASTD Press comes out in May 2010. As we prepared the book we alked down media memory lane.
Check them out.
Satyam Computer Services Ltd-Q4 Result
http://www.youtube.com/watch?v=ESU64krqHDU
Art of Living for Stressed Satyam Saff
http://indiatoday.intoday.in/site/Story/27575/Art+of+living+for+stressed+Satyam+staff.html?complete=1
Satyam's Ramalinga Raju resigns
http://www.youtube.com/watch?v=bOhaexvA3jk&feature=fvw
Satyam boss Raju admits accounting fraud
http://www.youtube.com/watch?v=K8jUkKmm-cg&feature=related
Satyam scam: Auditors in the line of fire
http://www.youtube.com/watch?v=EU0wYQW1SMs&NR=1
Satyam Computer disaster Nandan Nilekani, Rajdeep Sardesai, Anand Mahindra, Narayana Moorhty CNN IBN http://www.youtube.com/watch?v=1XHcUCJI0nY&feature=related
CID raids at Satyam offices, Raju's home
http://www.youtube.com/watch?v=vUt6vgibD7Y&feature=related
Satyam Saga Ramalinga Raju surrenders, arrested
http://www.youtube.com/watch?v=9FTZPkPWwK4&feature=related
Wife says Raju was trying to save Satyam
http://www.youtube.com/watch?v=eWQb0VcX9rc&feature=related
Raju's secret den in Hyderabad?
http://www.youtube.com/watch?v=gXzkqJ3ZeKU&feature=related
Satyam employees speak out
http://www.youtube.com/watch?v=eoFHUkUfLXY&feature=related
Satyam employees weathering the storm
http://www.youtube.com/watch?v=1J1ZeE3cQkc&feature=related
ex- CEO of sathyam computers Ramalinga Raju rotten egg hitting game
http://www.youtube.com/watch?v=vk09iOPt-20&feature=related
Police grill Satyam's ex-chief Raju
http://www.youtube.com/watch?v=RRiODXkgS9w&feature=related
Tech Mahindra bags Satyam Computers.
http://www.youtube.com/watch?v=HRCA72x0bgw
Check them out.
Satyam Computer Services Ltd-Q4 Result
http://www.youtube.com/watch?v=ESU64krqHDU
Art of Living for Stressed Satyam Saff
http://indiatoday.intoday.in/site/Story/27575/Art+of+living+for+stressed+Satyam+staff.html?complete=1
Satyam's Ramalinga Raju resigns
http://www.youtube.com/watch?v=bOhaexvA3jk&feature=fvw
Satyam boss Raju admits accounting fraud
http://www.youtube.com/watch?v=K8jUkKmm-cg&feature=related
Satyam scam: Auditors in the line of fire
http://www.youtube.com/watch?v=EU0wYQW1SMs&NR=1
Satyam Computer disaster Nandan Nilekani, Rajdeep Sardesai, Anand Mahindra, Narayana Moorhty CNN IBN http://www.youtube.com/watch?v=1XHcUCJI0nY&feature=related
CID raids at Satyam offices, Raju's home
http://www.youtube.com/watch?v=vUt6vgibD7Y&feature=related
Satyam Saga Ramalinga Raju surrenders, arrested
http://www.youtube.com/watch?v=9FTZPkPWwK4&feature=related
Wife says Raju was trying to save Satyam
http://www.youtube.com/watch?v=eWQb0VcX9rc&feature=related
Raju's secret den in Hyderabad?
http://www.youtube.com/watch?v=gXzkqJ3ZeKU&feature=related
Satyam employees speak out
http://www.youtube.com/watch?v=eoFHUkUfLXY&feature=related
Satyam employees weathering the storm
http://www.youtube.com/watch?v=1J1ZeE3cQkc&feature=related
ex- CEO of sathyam computers Ramalinga Raju rotten egg hitting game
http://www.youtube.com/watch?v=vk09iOPt-20&feature=related
Police grill Satyam's ex-chief Raju
http://www.youtube.com/watch?v=RRiODXkgS9w&feature=related
Tech Mahindra bags Satyam Computers.
http://www.youtube.com/watch?v=HRCA72x0bgw
Tuesday, December 8, 2009
Innovative ways to teach Delegation
Help us to learn from you. We want to teach using some creative, fun and different methods, the skills of delegating. What ideas do you have?
Here is what our linkedin network has shared so far:
http://www.linkedin.com/answers/management/organizational-development/MGM_ODV/599814-1280456
Here is what our linkedin network has shared so far:
http://www.linkedin.com/answers/management/organizational-development/MGM_ODV/599814-1280456
Thursday, December 3, 2009
Employee Retention: Moving Up the Employee Relationship Chain
Excerpt from RIDING THE TIGER: Leading Through Learning in Turbulent Times by Priscilla Nelson and Ed Cohen, published by ASTD Press, May 2010
Employee Retention: Moving Up the Employee Relationship Chain
by Ed Cohen and Arunav Sinha
We believe moving up the “relationship chain” is critical for organizations. A long-lasting relationship that converts to strong retention is the desired results for companies that want to sustain themselves through good times and bad.
We define the employee relationship chain as:
Stage 1: Share of Opportunity - Contract
Stage 2: Share of Mind - Partnership
Stage 3: Share of Heart - Relationship
These stages have been studied and utilized extensively in the world of marketing and branding. We believe it adds equal if not greater value to the world of employee retention.
Stage 1: Share of Opportunity - Contract
When a company makes an offer that is accepted by a future employee, many call it entering a relationship. We beg to differ. It is a mere contract at this point in time, and not a relationship by any measure. What you have just won is ‘share of the opportunity’ for the company and the employee. Your employee has entrusted the company with providing meaningful work in a secure environment. There is a degree of skepticism so employee orientation is conducted to assist with the transition. Every now and then discussion will be around fit, task and measures for success. The focus is on adherence.
The vocabulary of the employee also gives you an indication as to the stage in which you are. Refer to graph, if you are in Opportunity-Contract stage, customer will simply tell say – “Tell me what to do. Tell me how I am going to be measured.”
Stage 2: Share of Mind - Partnership
In this stage, the employee has experienced consistency and decided there is a fit. This stage is achieved only if you have engagement where the company delivers what is promised especially in the way of meaningful work, compensation, and measurement. You have employee’s share of mind where his/her skepticism turns to confidence. At that time s/he starts becoming engaged in areas beyond the scope of the specific work assignments. They may join task teams or participate in employee forums and event. The focus at this stage is on the outcome; with less emphasis on adherence (although no less importance as confidence can be lost faster than gained).
The stage will also witness change in customer vocabulary where “Tell me what to do” will make way for “Let’s explore ways to accomplish this” and “Tell me how I am going to be measured” will make way for “Help me continue to grow my career.”
Stage 3: Share of Heart - Relationship
This is the most desirable state of the employee relationship chain. The employee now views the organization and its leaders as trusted advisors. Now that the company has a share of his/her heart, both are gaining the maximum value and the employee becomes a true brand ambassador for the organization. Employees share and embrace the organization’s vision, core values and direction for the future. The focus on this stage will not be so much about performing but on transformative opportunities and deep sustained impact (still the previous two stages cannot be forgotten as stages are cumulative). It is in this stage where if the employee is uncertain about certain aspect of the business, s/he will trust the company to provide the missing pieces. In this stage everyone has the opportunity to co-create value. At this stage the vocabulary of the employee will be what truly is reflective of a long term, sustainable relationship – “We can do this. Let’s build a plan for the future.”
Why all this effort? Why are having employees move up the relationship chain beneficial to the organization? In our view, organizations could witness systematic geometric progression in retention of top performers by moving up the relationship chain. It means if the initial tenure in the Share of Opportunity – Contact stage was ‘X’, the second stage could result in ‘2X’ tenure and the third stage could result in ‘4X’ tenure.
Employee Retention: Moving Up the Employee Relationship Chain
by Ed Cohen and Arunav Sinha
We believe moving up the “relationship chain” is critical for organizations. A long-lasting relationship that converts to strong retention is the desired results for companies that want to sustain themselves through good times and bad.
We define the employee relationship chain as:
Stage 1: Share of Opportunity - Contract
Stage 2: Share of Mind - Partnership
Stage 3: Share of Heart - Relationship
These stages have been studied and utilized extensively in the world of marketing and branding. We believe it adds equal if not greater value to the world of employee retention.
Stage 1: Share of Opportunity - Contract
When a company makes an offer that is accepted by a future employee, many call it entering a relationship. We beg to differ. It is a mere contract at this point in time, and not a relationship by any measure. What you have just won is ‘share of the opportunity’ for the company and the employee. Your employee has entrusted the company with providing meaningful work in a secure environment. There is a degree of skepticism so employee orientation is conducted to assist with the transition. Every now and then discussion will be around fit, task and measures for success. The focus is on adherence.
The vocabulary of the employee also gives you an indication as to the stage in which you are. Refer to graph, if you are in Opportunity-Contract stage, customer will simply tell say – “Tell me what to do. Tell me how I am going to be measured.”
Stage 2: Share of Mind - Partnership
In this stage, the employee has experienced consistency and decided there is a fit. This stage is achieved only if you have engagement where the company delivers what is promised especially in the way of meaningful work, compensation, and measurement. You have employee’s share of mind where his/her skepticism turns to confidence. At that time s/he starts becoming engaged in areas beyond the scope of the specific work assignments. They may join task teams or participate in employee forums and event. The focus at this stage is on the outcome; with less emphasis on adherence (although no less importance as confidence can be lost faster than gained).
The stage will also witness change in customer vocabulary where “Tell me what to do” will make way for “Let’s explore ways to accomplish this” and “Tell me how I am going to be measured” will make way for “Help me continue to grow my career.”
Stage 3: Share of Heart - Relationship
This is the most desirable state of the employee relationship chain. The employee now views the organization and its leaders as trusted advisors. Now that the company has a share of his/her heart, both are gaining the maximum value and the employee becomes a true brand ambassador for the organization. Employees share and embrace the organization’s vision, core values and direction for the future. The focus on this stage will not be so much about performing but on transformative opportunities and deep sustained impact (still the previous two stages cannot be forgotten as stages are cumulative). It is in this stage where if the employee is uncertain about certain aspect of the business, s/he will trust the company to provide the missing pieces. In this stage everyone has the opportunity to co-create value. At this stage the vocabulary of the employee will be what truly is reflective of a long term, sustainable relationship – “We can do this. Let’s build a plan for the future.”
Why all this effort? Why are having employees move up the relationship chain beneficial to the organization? In our view, organizations could witness systematic geometric progression in retention of top performers by moving up the relationship chain. It means if the initial tenure in the Share of Opportunity – Contact stage was ‘X’, the second stage could result in ‘2X’ tenure and the third stage could result in ‘4X’ tenure.
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