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McGraw-Hill/Irwin © 2002 The McGraw-Hill Companies, Inc., All Rights Reserved.
Tussle to Trust:Developing an “Appreciative Climate” for a Hydro Power
Organization
Dr. Hardik Shah- IMT-G, India.WAIC 2015.
Presentation Flow
• Abstract• Organization Brief• Methodology & Design• Results and Discussions• Interventions of Appreciative
Climate
ORGANISATION BRIEF• Most economic and preferred source
of electricity in hydropower sector.
• Massive capacity :– 12mm tons– Sales turnover exceeding 4 Billion USD and– Workforce of 125,000.
‘THE TOP’ MANDATE
Top Management Conclave in Nov.2014: Brainstorming sessions were held on various important issues creating synergy for the Strategic Integration, Growth plan, Reduced Employee Conflicts, and Speedy Decision Making
AI DESIGN
• AI Appreciative Inquiry Workshops (4D –Model) – Discover: Triggers/drivers of
“Tussle” (Stories) –Dream: Anchors for Developing
Appreciative Climate–Design: Co-creating pathways
• Linking with Competency Behaviours
– Density: Follow up Survey
• “Quotations coming from vendors were not properly structure. Deviations from specifications and terms & conditions were written anywhere in the quotation about suppliers or meeting specification. T&C s and knowledge of deviations weren’t mentioned. I discussed the matter with colleagues, subordinates and seniors and designed two documents:-Format for writing schedule of exceptions and deviations (from technical & commercial terms)”.
• “….Format for submission of price bids and standardized the tender documents with checklists”.
Power of Success Stories
Data Coding• Data Coding includes
–“Tussle Triggers” –“Anchors of Appreciative Climate”
Analysis of the pattern/s of relationship between different categories of “Tussle Triggers” and “AC Anchors”
Triggers- First OrderSELF WORK RELATIONSHIP
Building CredibilityConfidence
Self Awareness
Dealing with ambiguity
Dealing with Setbacks
Developing Flexibility and adaptability
Integrity
Becoming Humane
Life & Career Goals
Acquiring Broad organizational view and strategic insightDecision making at right timeTechnical aspects of running Projects & Project ManagementExecution and Operational SavvyManaging Multiple StakeholdersSeeing from a new PerspectiveHandling Organizational ChangeInnovation, Creativity and EntrepreneurshipManagement and Leadership
Building Relationship with Peers and SuperiorsDeveloping TrustCustomer OrientationCommunication and FeedbackDeveloping SubordinatesUsing InformationGaining InfluenceUnderstanding and Working Effectively in other cultural contexts (cultural diversity within India)Understanding Individual and Individual differences
Triggers for “TUSSLE”-2nd Order Equity
Business Philosophy
Technology- R&D
Ideation
Development Emphasis
Continuous feedback & feed forward
– business results
Customer Delight
Appreciating Change
Anchors Appreciative Climate
Trust
Fairness
Ethical Behaviour
Transparency
Collaboration
Candour
Flexibility
Willingness to accept challenge
Developing an “Appreciative Climate”• Strategic level tussle, a new
approach- preprocedure before the official authorisation procedure
• Gain the ability to inquire and facilitate organizational tussle.
• Appreciating individual, group and organizational level tussles by inquiring into drivers/triggers and providing climate anchors.
• Having deep insights into tussle episodes in projects.
• Unique Role and Responsibility (URR) templates provide during the E-MAP (Moving Ahead through Performance) process.
• In the part B for appraisal format certain competency/ behaviours have been added. Behaviour are defined for each of those and aligned with anchors.
• Creating a information and knowledge sharing systems. It should reduce repetition of some work which inturn affects innovation and appreciation at work.
• Role Reversal or job rotations to be used in more strategic manner.
• The network of AI community learners to be created which will continue to support and enhance each other’s capacity to lead manage tussle at all the levels, within the organization.
• Continuous feedback and appreciative coaching to be provided.
• Identify and co-create change appreciative climate of trust and engagement within the organization.
Integration with Competency and Behaviours
Business Sense: *Commitment to bottom line results by enhancing revenue
generation by addressing interest of customers and stakeholders *Balancing need
for viable short and long term performance *Optimizing unit/organization’s
contribution while supporting corporate objectives *Spotting and pursuing new
business opportunities wherever possible.
Ability to build a strategic Vision: *Demonstrates ability to manage change
*Focus on long term issues *strategic thinking *Translate vision into goals.
Team Building: Demonstrates effectiveness in re-organizing his/her own
department *Manage diverse and divergent views and group processes without
losing sight of objectives. * Balancing conflicting views of stakeholders.
Conflict Resolution: *Aware of possible sources of conflicts and use the
awareness to facilitate a support climate. Anticipates and creates a plan to
manage conflicts. *Facilitates resolving interdepartmental conflicts/
sensitive matters at organisational level.
Communication skills : Communicate ideas and information effectively
and market key points effectively through public speaking and presentation
* Ability to convert ideas through action plans and ensure acceptability
within the organization and performance at Board meetings
Leadership Abilities: Demonstrates ability *For guiding collective
decision making *For succession planning *Crisis management and
*Ability to take risks.
• Self Confidence: *States confidence in own judgment and ability, especially in conflicts.
Follow Up Phase• 60% stated that AI has given them a new perspective to look at
issues of change management.• 80% people stated that AI has helped them deal with each other in
a more emotionally mature manner.• Improved signs of satisfaction for different stakeholders
Qualitative quotes :• “Trust is the only way to avoid tussle”• “My team is now perceiving me a“Triggers” as a more positive and dynamic
person”• “Talent ki Kami Nahi hai (talent is in abundance)…. Positive frame…is Required”• “AI is an eye opener, has to be cultured & nurtured continuously”• “Being Proactive-is the only way forward”• “Who are Game changers-Customers vs. other stakeholders”• “VIR TUM BHADE CHALO, DHIR TUM BADHE CHALO, SHER TUM BHADE CHALO” -
Symbolic Value
Go back to the workplace space and think of a tussle situation you are
facing now or faced in past 3-6 months?
Reflect and Identify the appreciative “YOUR” Appreciative Anchor/s.
How do you feel now?
All the powers in the universe are already ours.
It is we who have put our handsbefore our eyes and cry that it is dark.
Vivekananda
