Invoke Planet Pluto!

I love metaphors!

A metaphor enigmatically whispers a connection.

For me, Pluto is an apt allegory for Transformation.

 

Astrologically, Pluto is associated with renewal and rebirth. Pluto conveys releasing of dormant power. Pluto is planet of expiration and resurgence…redeeming our own existence and emerging out as much resilient being. It represents endings and new beginnings, as well as transcendental growth and reawakening.

 

Traditionally, many dynamic entrepreneurs have set the golden path for the “entrepreneurial upsurge” in our country. Unquestionably, today the same “entrepreneurial spirit” is being acknowledged as the momentous driving force of the Indian economy. However, the changing business environment has overturned all professed successful business practices of the past. The changing scenario is increasingly demanding an altogether different approach towards sustaining successful business enterprises. Interestingly, transforming such archaic entrepreneurial convictions, is becoming the most decisive factor for the survivability and progression of an enterprise in the global environment.

 

Indian Promoters are extremely good at generating revenue and managing complexities of the business, but are like a “walking catastrophe” at leaving behind an evolved organizational legacy. Today, MSMEs just can’t relax with incremental developments, they must drastically re-evaluate their strategy to grow, sustain, and remain. Many do not even realize their own growth potential.

 

If an enterprise is not ready to embrace desired changes needed to survive, it will inescapably collapse.Even a deep entrenched MSME, when faced with major disruptive challenges, cannot change the course that swiftly. I believe, majority of MSMEs need redemption.

 

Yes! It is time for MSME universe to invoke its planet Pluto…the sphere of transformation.

A simple check list for all the entrepreneurs, who are contemplating to jump into big next growth orbit, is given below:

 

Evaluate if your business frequently airs following manifestations?

  • Frequently shifting business priorities

  • Dwindling behind competition without any justifiable reason

  • Finding skills/knowledge of existing employees too short for the futuristic dynamic growth dreams.

  • Sluggish and faltered execution of significant growth projects.

  • Stretched unplanned twirls of deliberations followed by highly hectic pressure for overnight realization of results.

  • Never-ending meetings with kaleidoscopic focus on business realities.

  • Excessively restrained and fortified for experimentation.

  • Facing high attrition of star professionals with large residual mass of old deadwoods.

  • Unenthusiastic about integrating new technology initiatives

  • Highly centralized at top. Every decision needs final approval.

  • Suffering from silos of functional empires.

  • Lots of time invested in crisis resolution and unproductive activities.

  • When you exactly know “what”, but unable to envisage the “how” part.

  • Apparent complacency and indecisiveness prevails in the culture

  • Every time team fails to meet panned and agreed monthly business targets without any palpable rational

  • Decision making grinds to a halt in absence of senior functional leaders.

  • Customers appreciate your intentions but unhappy with your actual service/product.

  • Essentially employees are indifferent towards company’s failure or success.

Picturize your company and evaluate…even if 30 % of the statements are reflecting true reality of your business…it is time for you to embrace the transformation.

Realize your warning signals!

Change is inevitable in an organization’s life. A caterpillar has no idea what is to become of it. Often it can be difficult to know where transformation will lead us until after it is complete. Transformation suggests significant shifts in an organization’s thinking, behavior, systems, and culture. But, many enterprises, undervaluing the significant gap between current business thinking and a transformed entrepreneurial approach, are strained for continued existence in competitive arena.

How to transform an organization?

What are the constituents of the transformation and how do leaders lead their organization through the change processes?

Next Orbit is a boutique consulting firm, capable of amalgamating rich professional experiences and exclusively designed transformational processes for MSMEs.

Next Orbit provides MSMEs with transformation, advisory and consulting services across multiple industry sectors.

We, at Next Orbit, are equipped to bridge the gap between an entrepreneur’s dream and the business realities. We help an entrepreneur in building his/her transformational leadership skills and driving expected results.

Regardless of your business complexities, offering tangible business impact is our promise.

(The author is Managing Partner at Next Orbit Consulting LLP and can be contacted at babayagnik@gmail.com/www.bhagwatyagnik.com)

 

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