Building, Leading & Sustaining a High Performance Team - NASSCOM EMERGEOUT 2008

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High Impact Global Product Engineering SolutionsHigh Impact Global Product Engineering Solutions

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29/09/2008

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Mali [email protected] [email protected]

Building, Leading & Sustaining a High Performance Team

NASSCOM EMERGEOUT Conclave - 2008

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• Emerging Companies• Fleas & Elephants

• Be sure about the Choices

• Building, leading & sustaining E Cos• Leader Characteristics

• Building a Team

• Engagement & Retention

• Good News!

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What is up?What is up?

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Your Attention please!Your Attention please!

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Emerging Co: You Know When You Work for One!Emerging Co: You Know When You Work for One!

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Characteristics of Fleas (& not Elephants)*Characteristics of Fleas (& not Elephants)*

• Idea & Passion driven

• “Chaordic” in nature (thanks Dee Hock!)

• Filled with like-minded enthusiasts, but diverse talents

• Communication based on Trust & Empathy

• Management theories: homemade, personal & experience

• Cash flow & Hiring were kept a close eye on

• Encouraged Experiment & Initiative

• Shared Voyage of Discovery

*Source: The Elephant & The Flea by Charles Handy (2002)

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Be Clear about the Choices!Be Clear about the Choices!

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Source: 360* The Ashridge Journal – Spring 2007


Task of LeadershipTask of Leadership

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Strategy

Engagement

Execution

Resources

Valu e


Leadership Characteristics to look forLeadership Characteristics to look for

• Blend of “Functionality & Vitality” (Make Your Company a Talent Factory – HBR, June 2007)

• Techno managerial

• Share a vision & demonstrate abilities to build organizational capabilities• Accountablity & Execution

• Collaboration

• Shared mindset

• Learning

• Good understanding of group Formation & Development

• Nurturant Task Orientation (JBP Sinha, 1980)

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Building the Team is like Bridging the DreamBuilding the Team is like Bridging the Dream

• Get the leadership team right, right upfront!

• Hire for Cause: “Hearti”culate the Vision

• Players for the positions is key

• Passion & Purpose before Pay & Perquisites

• Employer Brand = Leaders’ Brand

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Employee Engagement : Reality Check!Employee Engagement : Reality Check!

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Engagement ConumdrumEngagement Conumdrum

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• Models & Frameworks: Consultants are deeply engaged!

• Best Practices !!??!! Nimbu Paani & Butter milk Dating allowance & Wedding bureaus Paternity leave Chief Fun Officer

• Should we hire Chief Dermatologist?

• Dream Company :Yes; Retention : ????


Retaining TalentRetaining Talent

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• Distributed Leadership

• Linkage to the Superordinate goal

• Quality of Experience

• Boutique approach to Total Rewards

• Career Path: Ladders or Lattices?


Career Focus as a Retention toolCareer Focus as a Retention tool

• Development Path

• Development Focus

• Support

• Influence on Career

• Connected Conversations

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In the Final Analysis….In the Final Analysis….

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“ If you don’t take care of your people, someone else will ! ”

“What matters to people is feeling that they have an impact,

can use their talents and skills effectively, and have the support

and attention of management”

Donald Lowman, Managing Director, Towers Perrin (Leaders’ Magazine, Inc)

2475 Hanover,St. Palo Alto, CA 94304 Phone: 650.935.9500Fax: [email protected]

www.symphonysv.com

Thank you for your time

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Presented by:

C. MahalingamEVP & Chief People OfficerSymphony Services Corporation

Good luck & Thank You!

Building, Leading & Sustaining a High Performance Team - NASSCOM EMERGEOUT 2008

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