Tag Archives: leader

Unconference: Chapter #18

A leader plays the most crucial role in building a Collaborative Organisation, the right Direction is of utmost importance. Followed by Channels/platforms provided, and Interest to contribute and Affinity nurtured amongst team-members. DAIC is the norm to follow!

On Feb 26th 2019, we curated our 18th Unconference on ‘Building a Collaborative Organisation’. An event hosted by Vodafone Idea and Pace Setted by Ankur Warikoo, CEO, Nearbuy.

At Collaborative Climate, we promote Value of Collaboration at work and KoSolve is our Gamified Collaboration and Knowledge Management tool for organisations. Our Unconferences are Collaborative and Informal Peer-learning experiences we host with Sr Leaders across industries and functions.

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Here’s a summary about the Unconference #18.

Ankur Warikoo facilitated a discussion about what all a leader has to do to ensure that the team-members stay collaborated. From ways to establishing trust to setting a culture of understanding & transparency. Also the aspects that inhibit collaboration and how to overcome them. Aspects such as hostility, unhealthy competition, knowledge flow bottle-necks, infrastructure etc.

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The Unconferencers were:

    1. Abhay Parashar, Circle Retail Head at Vodafone Idea Limited
    2. Abhishek Srivastava, HRBP North and South at Aditya Birla Payments Bank
    3. Angira Agarwal, Circle VIBS Head at Vodafone Idea Limited
    4. Arvinder Singh, Circle Business Head at  Vodafone Idea Limited
    5. Farhan Shahid, Region HR Head at Sodexo
    6. Joypratip Sengupta, Circle Sales Head at Vodafone Idea Limited
    7. Misha Rai, GM Circle HR at Vodafone Idea
    8. Mohit Khanna, MD at Lloyd Insulations
    9. Natasha Sharma, Client Relations Lead at KoSolve Pvt Ltd
    10. Neehar Chaturvedi, Circle Network Head at Vodafone Idea Limited
    11. Nikhil Taneja, CHRO at S Chand
    12. Pamesh Gupta, Circle Operations Head at Vodafone Idea Limited
    13. Parag Bhattacharyya, Circle Commercial Head at Vodafone Idea Limited
    14. Priyank Bajpai, Head Talent and Capability at Vodafone Idea
    15. Puja Mehra, Circle Customer Service Head at Vodafone Idea Limited
    16. Ravi Swaroop, Circle Marketing Head at Vodafone Idea Limited
    17. Sandeep Das, GM HR at Aditya Birla Payments Bank
    18. Sandeep Kumar, HR and IR Head at Sodexo
    19. Shikha Rastogi, President and Group HR Head at ITV Network
    20. Shweta Sharma, Founder at Collaborative Climate and KoSolve Pvt Ltd
    21. Suneel Thakur, DGM Risk and BCM at VFS Global
    22. Sunil Pathak, Director HR at Cadence
    23. Usha Srivastava, Circle HR & A Head at Vodafone Idea Limited

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Collective Feedback Quote:

We are glad that we joined today’s session; it was extremely helpful.

We thank team at Vodafone Idea, esp Usha Srivastava and Ankur Warikoo for co-creating the great experience. And of course the Unconferencers!

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If you’d like to be part of our Unconferences, please mail us at contact@collaborativeclimate.com or support@kosolve.com

The Perfect Collaboration Tool

The Perfect Collaboration Tool

Team members not only can be clueless on what to collaborate on but also often lack resources to connect and collaborate with others.

Whether the team’s are spread far and wide or knit close geographically, using technology can be an effective method to enable this collaboration.

Features to look for in a collaboration tool:

1- Conversation enabler across functions & geographies

2- Knowledge-sharing in real-time

3- Gamification for Employee Engagement

4- Archives with easy-to-search functionality

5- Organisational-mood tracking

6- Analytics to gauge performance

If you’re looking for such a Collaboration Tool, write to us for a demo of KoSolve. Email us at– support@kosolve.com or contact@collaborativeclimate.com

Match’em like Lego?

Match'em Like Lego

If only it were as easy as Lego Blocks to just instantly know each team-member and match them up for tasks and projects!

Here are some steps for leaders:

1.Create a template where each team-member can pin-up their knowledge, skills and passion (something that they are really excited to pursue or develop in themselves).

2.Ask them to fill it and have a one-to-one discussion with them to understand more and fill in your remarks on the side.

3.Feel free to share this with everybody within the team so that they understand each other more.

4.Keep a (fun) periodic review of this and do refer to this in meetings or when assigning tasks/projects.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

 

Free-willed Collaboration

Free-willed Collaboration.png

Collaboration requires free-will of attempts and task-completion. Independence, Innovation and Free Thinking can’t breed in constricted regimes and routines. Such regimes can not only add stress but also self-doubt making team-work ineffective.

This is how leaders can have Collaboration going without constricting regimes.

Get to know your members and help them focus on their brighter side, show faith and patience in that.

Let all team-members appreciate and monitor each other’s strengths over set periods of time.

Build a community of problem resolution and solution finding for tasks and projects.

Create opportunities for a win-win for all through different Rewards & Recognition programs.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Workplace Annoyance

Workplace Annoyance

Annoying, Irritating, Disturbing, Displeasing, Bothering – some of the terms we use to describe some of the co-workers we don’t like.

For coffee-table gossip, this may seem like a light-hearted conversation but  it can have a cascading effect on overall morale and culture at work.

Some steps for leaders to correct this phenomena:

— Create once a month/fortnightly forums for your team-members to let go off the steam collectively. Let them vent and listen in a safe space.

— Guide them to be careful with their thoughts and words.

— Help them see each other’s perspectives and give time to cool down.

— If a member is too stubborn, discuss separately.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

 

Do they listen during meetings?

Do they listen during meetings

Through our surveys and experiences, we have learnt that poor meetings at work are a common-place. There are many factors that make a poor meeting so, and one of the highest rated factors is when ‘members are more interesting in talking than listening to understand.’

Some tips for Leaders to facilitate sound listening skills during meetings:

-Encourage reflection on each other’s point.

-Collectively highlight the positives of points instead of dismissing them on face-value.

-Write down the common vision and task on a board or slide where everybody can see and remind self about the end-goal & largely talk about that only.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Holding Grudges & Grievances?

Holding Grudges & Grievances

Long-lasting Grudges and Grievances at work are such a common-place.

The waves they create can have torrential impact on future of organisation & the professional(s) who hold them.

3C Step-Approach is one of our suggested Models for Leaders to handle this:

  1. Create a regular Schedule to formally dedicate time and efforts to handle them.
  2. Categorize to filter and to know the types of Grudges/Grievances members carry.
  3. Call for collective solution(s) to acknowledge and bring focus towards future.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

A Collective Mission

A Collective Mission

Mission statements are directly proportionate to the vision of the organisation, and thus individual divisions and teams. While defining vision is mostly a singular effort, mission statements can be a collective one.

It’s important that the people who are on the mission are able to relate to each statement and feel the drive to execute them!

When building Mission Statements, a leader must:

— Engage the core team-members in drafting (not copy-pasting from competitors). These team-members must also be great influencers and should know the pulse of the organisation and other members.

— Be open to creating multiple drafts before finalising. No harm in reconsidering the Mission when it must equate with the Strategy.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Outcasts at Work

Outcasts at Work

An Outcast at work is the member who tends to stay aloof and can even be non-participative in team discussions/activities. Reasons: Social Anxiety, Innovative Streak, Distasteful Team Experience, Lack of Communication Skills or more.

A leader can easily handle this behaviour by following these steps:

1.Have a dialogue to understand his/her reasons.

2.Create a safe environment to express the reasons.

3.Establish yourself as a confidante and mentor.

4.Acknowledge the emotions.

5.Explain the implications of this behaviour.

6.Build a Plan of Action to overcome this.

7.Provide constant support and follow-up.

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!

Problems as Opportunities

Problems as Opportunities

Multiple problems can break down the momentum at work. They can be perceived as hurdles and not as opportunities for a step-up to current skills & knowledge.

Leaders need to be aware of the attitude of their team-members towards the problems & challenges. If they’re looking at them as hurdles and pausing their momentum then there are either bottle-necks, unmet expectations/needs or not enough support systems.

Quick 3H to-do in this case:

1.Huddle the members and create a Fish-bone or a similar diagram to understand the details.

2.Help develop solutions – brain-storm, assign responsibilities & deadlines and follow this up.

3.High-light the need to have a ‘get-ahead’ attitude.

Repeat the 3H till this is in their DNA!

Reach us at contact@collaborativeclimate.com to know more about how we design and deliver Gamified Organisation Development Solutions to promote Value of Collaboration for Higher Productivity and Engagement at work!