Next Orbit : Visioning Change

We owe our success to You…!

We have always assisted you in realizing your dreams…!

We are delighted to share our company’s advancement with you

Yagnik Management Consultants Pvt.Ltd

is now

Next Orbit Consulting LLP

Leading Transformative Change

We are rebranding our company as Next Orbit to rightly align our distinctiveness with the expertise we offer to our client organization

We are here because of your unceasing support

A new chapter has begun at Next Orbit

Translate Your Future with us and Evolve…!

Personal Warm Regards
Bhagwat Yagnik
Managing Partner
NEXT ORBIT CONSULTING LLP
www.bhagwatYagnik.com
babayagnik@gmail.com
+91-9810899919/+91-124-4288476
Follow Me:@babayagnik/Facebook/LinkedIn/Google+

 

CONFEDERACY IN TIME / HR: ARE YOU READY?

“In times of rapid change, experience could be your worst enemy”

Paul Getty

wikipedia.en.org

Last Friday, I was interviewing a younger group of those ‘just starting out’ types for a role in my consulting Startup. During the course of the interview, when I asked one casually clad aspirant, “Why you want this job?”

I got a startling reply, “Not a job. I am looking for something unfamiliar and undefined…Want to discover myself.”

 At that moment, rather than dismissing his reply as naïve, I considered adjusting my thoughts.

 Let’s first come to some agreement with few unembellished testimonials.

We are in the 21st century and living in an increasingly fast-paced and ever-changing world.  It is predominantly driven by an interminably “disruptive” business warfare. Entire world is witnessing an unprecedented economic dynamics. Today innovation is virtually tantamount to survival for any business.

The market dynamics are changing so dramatically that if your products /services can’t keep up with the realities, you might not be in the business much longer…You are, in fact, absolved straight to the garbage pit.  To thrive and excel in today’s business climate, it is imperative for companies to adapt differently than they have in the past. Today’s survival mantra is to innovate and grow by capitalizing on the rapid speed of change. The intimidating challenge for most of the enterprises is to adapt to the change unpretentiously. More a company pigheadedly remain cemented to old ways, the uglier are the penalties. Today best of the companies are overtly feeling being pushed to the wall as never before. More than change it is the consequences of the change that are flattening them hard. Continue reading

The Lines and Boxes have a Purpose!

Yagnik Management Consultants

Facilitating Cultural Transformation 

& Designing Predictable Organizational Architecture

en.wikipedia.org

 

An Organization Design is a Corporate Self-Reflection.

A Web of Integration and Differentiation.

A Dynamic Energy Matrix of Fission & Fusion.

It demands engrained imbuing of Stability in Continuity & Flexibility in Rigidity.

Traditionally, enterprises are proud of investing heaps of money on growth strategies. Yet, very little genuinely gets translated into the projected results. Regrettably, the significance of culture never gets priority on the ‘table’ of the decision makers. Besides, leadership has proven to be bit elusive towards demands of change management. 

It takes long for an enterprise to realize that success is directly contingent upon its deeply embedded culture. Transforming an organization’s culture is a demanding leadership challenge. Most of the time, we  pretend to be satisfied with episodically introduced “Magic-Potion” of few widely held but uncharacteristic “fairy-tale” interventions to address extremely intertwined and reciprocally reinforcing influences of various organizational elements. Alas! That is not likely to help your organization. Eventually, such efforts fail, despite indicating flickering light of  progression for a while. 

Organizational Design and Cultural Transformation initiatives are highly interlinked. Today, organizational architecture leans towards integrating all the significant elements of agility and displays noteworthy features of an organic design with a self-empowered team structures. Eventually, an organizational design must fit your business strategy. Correspondingly, organization culture is equally a deceptive but determining factor in the success of the organization. It refers to deeply imbedded beliefs, ideologies, principles and values that the individuals of an organization share and practice. Finally, Culture shapes the character of the organization. 

Many of my clients find it increasingly difficult to drive performance in a dysfunctional structure. The ever changing disruptive market realities are recurrently unsettling  their business strategies  and they do not know where to begin or simply don’t know what to do. 

We have a very entrepreneurial approach to change management.

We are specialized in addressing all your specific challenges in effectively launching transformational initiatives. Invite us as your partner in resolving all critical concerns you are encountering while designing an architecture for a performance driven enterprise. 

We will assist you in avoiding common missteps.

Just reach out to us…!

Bhagwat Yagnik

Founder & CEO

Yagnik Management Consultants

www.bhagwatyagnik.com

EMail ID:babayagnik@gmail.com

Call: +91-9810899919/+91-124-4288476

Follow Me:@babayagnik/Facebook/LinkedIn/Google+

(PS: We thank you in anticipation for forwarding this post to your professional colleagues. If you have any queries about our organization or our work, please feel free to contact us through mail or the telephone number provided above.)
 

 

 

 

#Ask Bhagwat Yagnik

It is not the answer that enlightens, but the question.

Eugene Ionesco

Rubic

#Ask Bhagwat Yagnik

Yagnik Management Consultants

Facilitating Cultural Transformation & Designing Predictable Organizational Architecture

Today on March 6, 2015

We Have

Launched

An Interactive Dialogue platform

With

Bhagwat Yagnik

@www.bhagwatyagnik.com  

IMG_3921 (2)

Why Dialogue? 

Transforming an organization’s culture is a demanding leadership challenge. Introducing magic potion of few episodic and nonconforming fairy-tale interventions to address extremely intertwined and reciprocally reinforcing influences of various organizational elements is not the answer. Eventually, such efforts fail, despite indicating foretaste of advancement for a while. 

 

Organizational Design and Cultural Transformation initiatives are highly interlinked. Today organizational architecture leans towards integrating the elements of agility and displays significant features of the organic design with a self-empowered team structures. Similarly, organization culture is a deceptive but determining factor in the success of the organization. It refers to the beliefs, ideologies, principles and values that the individuals of an organization share and practice. Finally, Culture shapes the character of the organization. 

If you have a Question, we have the Answer 

#ASK Bhagwat Yagnik

All about your specific challenges in effectively launching Cultural transformation initiatives and critical concerns you are encountering while designing a performing organizational design. 

It is simple…

Reach out to our website www.bhagwatyagnik.com , open ‘contact’ tab and share your concerns/issues related to Organization Culture and/or Structure to us. We will surely reply to you within 3 working days. 

Looking forward to interact with you.

Please spread the word among your professional associates!

Thanks!

 

 

 

 

Unforgiving Denigration

“The trouble with most of us is that we’d rather be ruined by praise than saved by criticism.”

-Norman Vincent Peale.

Why Denigration Hurts?

We all encounter some form of criticism all the time. We must understand that it is inevitable, and we have to learn to deal with it productively rather than allowing it to be detrimental to our self-development.

We all encounter some form of criticism all the time. We must understand that it is inevitable, and we have to learn to deal with it productively rather than allowing it to be detrimental to our self-development.

Undoubtedly, yes, and (perhaps) it is unavoidable too. We all are perfectly imperfect. Aren’t we? Why to talk about others, even we are (often) quite sure about our own inadequacies.However,The challenge is in acknowledging the reality. Definitely tough, when it comes from others. By and large, we do not take criticism well. We won’t listen to criticism because we believe all criticism to be unjustified. We assume it as mean-spirited act of cynics.But why do we believe so? It could also be an opportunity to demonstrate our self-control and humility to take even denigration constructively.

Why can’t we just simply appreciate it as a healthy feedback?  

Continue reading

Tumbling from the Edge of the Space…!

Not Yet!

 It is too early to offer grieving ceremonials to the legendary people function: Human Resources.

www.highreshdwallpapers.com(We are in early June…Extended summer days…Tender coal-tar and parched weeds on the cracked corner pavement…It’s stuffy and sultry…Stretching on my chair…Meditative on my own thoughts about my longwinded professional journey…)

Why we have a penchant for building justifications for the inexplicable questions in our life – that too as an ‘after-thought’?

Providentially, for last three decades, I thrived as a successful Human Resource Practitioner. At the outset (as luck would have it), all through my career passage, every milestone miraculously embodied with the triumph. It was like a pilgrimage. My profession has rewarded me with utmost reverence and affection of the people. I have been eloquently and cogently talking on various platforms about enormous meaningful possibilities the function has over various organizational imperatives. Even now, I am equally drawn to the point of distraction. Therefore, I’ve had a difficult time trying to taper down the possible “whys and wherefores” to seep through the enigma.  All the same, I do recognize which side of the mirror I belong.

Continue reading