Connect!Presented byPriya Sarangla

PROJECT CONNECTOur transformational proposal

Reconnecting mindsets to innovation

Situation analysis and key diagnosisBased on our expert surveys and interview across different organizational level, key challenges seem to be centered around these key questions

How do we create a stronger

innovative mindset?

How do we create better

role models and mentors

(leaders)?

How do we communicate

case for change now?

How do we create

congruency between

younger and seasoned

employees

Reconnecting mindsets to innovation

PROJECT CONNECTOur transformational proposal

- Employee awareness campaign

- Employee motivation and development.

- Behavioral fine-tuning

- Break up silos and create networked,

collaborative interfaces.

- Various empowerment initiatives.

- Improve leaders of today & build leaders of tomorrow

Improve culture of innovation & experimentation

Improve leadership &

sponsorship of innovation

Sense of urgency and need for change

Factual evidenceTo ensure everybody buy-in to the need to change, we will ensure the vision, rationale and benefits of this project is well communicated and

understood

We change now and build a stronger innovative culture

now or we end up like Nokia—Annihilated by innovative competitors

-Nokia, global market mobile phone manufacturer in the early 2000.

-Felt comfortable, failed to build a continuous innovative culture.

-Overwhelmed by innovative competitors.

-Completely lost market share in a few years. Margins dwindled drastically.

-Company is today almost non existent.

Innovate now or be eliminated- “ Kitchen porches” manufacturers of today,

Lets not become the “KITCHEN NOKIA” of tomorrow.

Sense of urgency

Align LeadershipMobilize the organization

-Promote digitalization via communication-Build a network of digital champions

-Create urgency for digitalization-Develop compelling digital vision-Ensure role modelling of top management

Ensure Sustainability

-Adapt the formal organization-Align KPI & Incentive system-Monitor digital process

Build capabilities

-Provide digital skills & competencies-Offer test & learning opportunities-Leverage existing HR practices

Manage People Change

Framework

Educate Coach

Adapt

Leading Change

Diagnose

and start

Build

Monitor

Adjust Best Practice

Sponsorship Role Model / Employees

Communication

Sponsorship Cascade

Behaviors

Training on the

job

Stakeholder

InterviewAnonymous Survey

further discussions with

both board executives and

employees

Invest

Stakeholders

brainstorming

Scenario

presentation on

need for change

Educate all on

benefits and why we

need to change

Provide questions

and feedback loop

with HR / Lunch

and talk

Teams formed in

collaboration with

head of all units

Workshopstrainings on effective

mentorship for our

seasoned employees

Integration project

for all employeesInnovative

lunch

Sustain

Innovative Culture

Incentivize and

Behavior

Facilitate Innovative

employees.

Entrepreneual Start-

up

Motivate

Our Plan of Action:

Superior results for

Now and Future

Innovative mindset culture.

Reprogramming mindset coaching.

Incentivize innovative projects.

Rebuilding Attitude and behavior..

Leadership

Leadership coachingWorkshops/trainings on

effective mentorshipKnowledge transfer

schemes

In a Nutshell

Start Build Adapt Invest Sustain

2. Build a strong & committedtop team- Empower & Train employees new skill sets- New roles & responsibility- Integration workshops, series of

mentorship and leadership trainings- Team of ‘Growth Hackers’

11-30 days

1. Start now Scenario stimulation- Stakeholders communication

meeting-- Change initiative communicated- Steering committee and project

groups formed.- Open communication channel/feedback loop initiated

1-10 Days

4. Invest team time- Coordinate change via meetings or

events (every 4weeks)- Incentive or reward Systems- Effective mechanisms to sustain

3. Adapt a new approach of working- Culture of experimentation- Innovative pilot projects competitive

starts- New process & workflow- Align KPI- Continuous synergy tracking and

evaluation tools

5. Sustain innovative culture- Reinforcement of wins achieved- Motivating Entrepreneurial

projects (employee start ups)

We hope to achieve these milestones in the first 100 days of project connect

31-60 days

61-80 days

81-100 days

• Nearly everybody understands the change process and is happy to actively take part

• Feedback from young engineers shows tremendous improvement.

• First innovative ideas project kicks off……pilot innovative project winner

• First pilot mentors emerge.

• All new employees completely integrated and indoctrinated into our new innovative mindset cultures

• Collaborative efforts between employees increase.

Short Term Wins

Deliverables in first 100 Days

COMMUNICATORCOMMUNICATION

OBJECTIVE/MESSAGE MEDIUMFREQUENCY/

SCHEDULETARGET

AUDIENCE

DELIVERABLES

EXECUTIVES

- Review of innovative objective & due

diligence.

- Subsequent progress report

- Face to face

- PPT

-email

-lunch talk

Once every month All employees

Case for change established.

Continuous feedback

STEERING

COMMITEE

- Roles definition

- Objective rationale continuously

communicated

-Face to face

-Follow up newsletter

-Official letter

Twice weekly Employees and other key stakeholder-Objective, vision, benefits and

timeline communicated

STEERING

COMMITEE- Progress report

-Face to face/PPT

-Email

-newsletter

weeklyHigh level executives/sponsors

Project teams/all employees

Target structure

• New Structure & Synergies

model communicated

• Common company identity,

culture/process defined

• Integration level attained

• Synergies achieved/Concrete

gains

PROJECT TEAMSProgress report

-Face to face

-emailDaily, Weekly, Monthly All concerned stakeholder

-Integration level attained

-Synergies achieved

-Concrete gains/wins

EMPLOYEE

Enquiries

feedback

-Face to face

-Email, telephoneOpen channel anytime

-Project teams/steering

committee

-More info about change initiative

-Integration Progress report

Communication Plan is key for success:

- No winning strategy

- Lack of Communication

- Proactive with resistance

- Failure to make a compelling urgent case for change

- Understanding of digital trends

- Senior-management involvement

- Leadership skills

- Well structured organization for digital growth

- Competitiveness

Mistakes to avoid

Best Practices to apply

Our Suggestion:

We will work with RS every step of the way to bring successful changeD

egr

ee

of

sup

po

rt f

or

the

ch

ange

Commitment

Involvement

Contact

Engagement

Understanding

Benefits

Awareness

100%

0% Time

We understand fears…we have done it before, we will do it gain. This is our specialty…..This is what we do.

Hundreds of companies

globally cant be wrong

You only have to know one thing:

You can learn anythingFor everyone, Forever

Start Now

WE ARE HERE

HIRE US!!!

Call to action

Think project connect—

success guaranteed.