Inspiring team members to be process oriented, quality, performance focused, Be grounded, work as a consultant and not as a watch dog.

Inspire, influence and persuade

Wrong strategy, over ambitious planning without assessment of operational/executional capability.

A manager is able to handle tasks and responsibilities and ensure that others get their work done. A leader will inspire and motivate their team to achieve their goals.

Being able to lead and inspire a team to perform their best and strive to achieve goals. I can do this through relationship building, being passionate about the goals, and influencing those around me.

Delegation to a new team, I don’t know who’s good at what.

First try to find out what are their needs, expectations or alignments towards the idea, if not they won’t have any interest in it. But few times ideas related to  compliance adherence might have to get accepted by changing KRA or KPIs

I try to pick a management quote, relate to a task and then share the team members details who did it.

Group is always good, seems to capture everyone’s ideas well and clarify everything at one shot?

Depends on project or assignments, but min is once in 2-3 days if it’s not a new task they have been assigned. For projects with little time when we don’t have the luxury of making mistakes, would like to support them throughout.

IL & FS, PSIPL, Navabharat, leadership and middle management moved out, we were working with the top management directly.

Focus on different ways of communications, even one to one if needed and try to find out the bottleneck or the resistance for the idea. Try to help them and remove those.

They would describe me as someone who will clear the way when there are obstacles and always has their back.

I find out what motivates them individually, so I can speak to how a goal or change is going to benefit them. I ensure that I have the right amount of positive and constructive feedback to help them perform effectively. My actions always match my words so when I speak to my team with conviction; they are on-board with performing their best.

I will perform my best at everything and ensure that my actions match my words. My team sees that my expectations that are set for them are the same expectations I put on myself.

Yes, mostly happens when I share with them a better way or something new they didn’t know about, and its required.

Though we have a team, can’t think always from their shoes, we have to think and act like a leader. This includes some tough calls some time. Do what is right for the organisation.

• Do it myself and show team
• Understand what challenges they might face through it and why should they do it
• Communicate and relentless persuasion with support to ensure they do it

• Performance
• Team performance and growth
• Team attrition

• Performance achievement
• Meaning full contribution to organisation

• Motivation
• Inspire
• Change management

• Talk to others take help
• Back to basics
• BPR – Business process reengineering

• Though I prefer written
• I have seen verbal works better – maybe we have auditorial

• Bring together
• Don’t delay
• Context and ensure they understood the context than news
• Feedback
• Clarifications

• If its only up to competition it’s good, in a good spirit
• Brings the best in people

It’s difficult to take the decision to let an employee go. However, if they are not performing the way they should be, it is the right decision. It is never easy to make a decision that will impact a person’s life.

Focus on customer requirement and processes

Get them together, take some time apart from job, try to be ease with them

Use an example of when you were part of a team and demonstrate the leadership skills that you used to pertain to your role.

• Relationship and communications, rapport,
• Understand in-depth what problem exactly they are facing
• A team effort, consultant

• Conflict always arises in change management
• Hear them out and clear the air first
• Tell them why someone did wrong
• Allow them time to settle down.

• Make them understand,
• Last is governance

Everyone, even external partners

Based on timelines, competencies, skills, alignment of KRA, KPIs

Pick a situation where you showed that you were open to change and show how you were effectively at changing your decision based on the new facts.
Last project we had to change the customer care process flow and NZ, AUS scripts based on compliance regulations we received from

OLA Example

We launch a system QRT – For which when I joined was new, but we assumed the closest possible processes and decisions with manpower.

• Try to be objective and not subjective
• Share why they are wrong, and I am right with operational feasibility

We decided that handling safety transactions was not required at city levels.

• If I know the agenda preparation
• If I don’t know the agenda, try to listen and understand clearly or ask questions

Priority driven

Project charter approval took 3 months

Calling when we failed – work with them

Based on KSA

Understanding partner’s issues at an in-depth level, being empathetic not transactional

Virtual walk-in

Vision, clear road map, what’s in it for me, guide through the path, problem situations

I encourage training courses, soft skills workshops, on the job mentoring, and coaching.