Do you also think that your Organization has very Complex Talent Management processes that make it difficult to ensure Accountability and Transparency?
Are your leaders invested in continuously developing their skills and capabilities to lead your organization effectively?
Are you facing challenges in leading and driving change in your organization successfully?
Are you looking for the right fit in a leadership role to drive performance? Or the right methodology to hire Senior Leaders?
Whitepaper on SDF Employee Engagement Model
Do you also think that feedback is a long and boring process and not be limited to annual or bi-annual discussions?
Does your 360 give long, boring and difficult to understand reports and does not clearly call out the actionables?
Is Retention at the Front line one of your important objectives? Would you want a single step solution to your front line attrition problem?
Can your HR Business Partners effectively Influence business without authority? Can they hold tough and critical business dialogues?
Does having best functional leaders ensure meeting organizational goals or even that leaders work collaboratively?
Science shows that you completely control 50 percent of your work performance - 8 Steps tells you how to optimize that 50%. The other 50%? You can’t control it so don’t waste your time.
Is your organisation worried about the engagement level of its employees?
‘Dharma’ comes from Dhri/Dharti (that which upholds). One of my teachers taught me that ‘Dharma’ has three actions:
- that which has fallen is regenerated
- that which is falling is reinstated
- that which is standing is reinforced/replenished
That which upholds life is Dharma. That which does not help it grow is Adharma.
It might be simple then to be able to reference Dharma in day-to-day living and at workplace.
One of the values at our firm is ‘Dharma’. For simplicity, we translate it to ‘doing the right thing’. In workplaces fraught with processes, checklists, dos and don'ts, it is simple and empowering to create a ‘principles’ based approach rather than a process based. We already know that companies like IBM were turned around managing by principles vis-à-vis procedures.
Principles or ‘Doing The Right Thing’ as we call it can empower you to make decisions and allow you to take responsibility. They emerge from looking at positive and best possibilities and create engagement.
So if Dharma means "to support, hold, or bear", if Dharma is that principle which remains constant, then its simple enough to have a broad principles based approach at workplaces to making decisions. There would be mistakes in the process but is sure to build Trust.