Packard’ Law for Sustained Growth

Any exceptional enterprise depends first and foremost upon having self-managed and self-motivated people - the #1 ingredient for a culture of discipline. The word ‘discipline’ for most, resonates with having rules, rigidity and bureaucracy. I am however suggesting quite the opposite here. If you have the right people, who accept responsibility, you do not need to have a lot of senseless rules and mindless bureaucracy in the first place...

Are Your Measurements Driving the Right Behaviors

Every company, big or small, uses some form of measurement to assess the performance of it’s people and the company as a whole. Measurements are of course the indicators of where we are and where we are supposed to go. Well, that’s not enough. We have to realize that we are dealing with human based organizations and the one factor that has the most power to impact behavior of people is the measurements...

Can Growth Actually Put Your Business, Out of Business!

Everyone in the management arena and even those out of it, have, at some point or the other, come across the story of Henry Ford. Ford’s rise, decline and rebirth is often referred whenever there is a talk of growth and mismanagement. Starting from scratch in 1905 to becoming the world’s largest and most profitable manufacturing enterprise in just 15 years is no small feat by any measure...

The Resilient Organization

Management is acyclic behaviour. It is the art knowing what to deploy in both good times and rough ones. Scrambling for answers when the chips are down or when a charismatic CEO quits, is a clear indication that the business failed in aspects of managing and direction setting even while they might have been monitoring and measuring...

HR Transformation: Difference Between 'Doing' and 'Delivering'

Amidst all the talk in HR circles about HR adding value to business, a fundamental principal that is often overlooked by HR professionals is that value is defined by the receiver not the giver. All too often, and perhaps because we are the subject experts, we try to impose our beliefs, goals and actions and tend to overlook whether it is actually perceived to be of value by the receiver or not...