Managerial skills | Driving Success through Effective Execution

Leadership responsibility #3 -Operational risk management

Rajesh Athihalli — Sun, 27 Dec 2020 06:00:14 +0000

Operations risks are potential risks from breakdowns in routine operational processes, people and systems that are controllable and can be avoided.

To be competent goal executors, Leader should consider gaining better understanding of their internal operational risk profiles. Effective management of operational risks will aid better decision making and encourage more informed risk taking.

Leaders should build their own internal risk culture where operational risks are openly discussed and individuals in the team are encouraged to identify, evaluate and address their operational risks.

Our effort is to assist Leaders in identifying top 5 operational risks namely People, cultural, collaboration, customer and technology risks.

Please download the document(pdf) here:
Leadership responsibility #3 - Operational risk management (39115 downloads ) The post Leadership responsibility #3 -Operational risk management first appeared on Driving Success through Effective Execution.

Interview Questionnaire – Execution skills for leaders

Rajesh Athihalli — Fri, 15 Mar 2019 07:18:18 +0000

The right questions can help you identify execution skills for leaders. Though it is not exhaustive, the interview questions and rating scale given below will reveal a candidate’s leadership skills to get things done. Hope it is useful to you.

Application of the tool to your business: We have deliberately provided you topics (like pointers – marked in yellow) and what you should expect (marked in green) as answers. Make changes, if required, as to how you ask the question to bring in relevance to your business.

Definition “Leader”: Key stakeholders of the organisation reporting to the ‘C’ levels / Team leaders / Potential leaders.

Rating scale: The five rating scale is inspired by the Likert scale to make it easier to draw conclusion.

Please download the document (.pdf) here :
Interview assessment – Execution skills for leaders (40183 downloads )

The post Interview Questionnaire – Execution skills for leaders first appeared on Driving Success through Effective Execution.

Driving goal setting and goal orientation

Rajesh Athihalli — Tue, 13 Nov 2018 11:18:07 +0000

Organisation: Designs and manufactures construction equipment for the infrastructure and road construction and maintenance industry. They have been recognised for their quality, depth & width of innovative designs and providing customers with state-of-the-art equipment and technology. Product portfolio includes Motor Graders, Crawler Excavators, Backhoe Loaders, Concrete Batching Plants, Concrete Curber, Pothole Patcher, Compaction rollers, Asphalt Pavers, Asphalt Distributors, Asphalt Maintainers, Force-feed loaders, Chip Spreaders and Brooms.

Engagement purpose: Organizational development intervention (planned approach to align and improve the effectiveness of the organisation)

Method: Individualised Value Proposition (IVP) method for “goal orientation” to aligning people and processess to achieve organisation goals. Workshops, discussions, coaching and training programs.

Key components of our engagement: Collaborative meetings with key stake holders to arrive at key objective and time bound short term and long term milestones for the organisation. Worked with the various functional teams to evince a “buy-in” on the organizational objectives and to “align” their objectives with that of the organization. Evinced goal oriented processes for all entities to achieve the desired state for all functions including HR, recruitment, production, logistics etc.. Developed policies and processes that would enable achievement of the planned goals. Powered “right fits” for every job through dynamic job descriptions, tests, contextual evaluation of requirements for hiring and training. Drove “discipline” to ensure process adherence and “adaptability” to power continuous improvements. Powered the implementation of a “value centric” performance management system to enable performance for success.

Accomplishment: Soft outcomes – Realistic goals and buy-ins from all department heads. Percolation of organisation goals across the organisation. Set up greenfield policies and systems across the organisation.

The post Driving goal setting and goal orientation first appeared on Driving Success through Effective Execution.