The HR Observer’s Post

1) Let us register a company and make a lot of money. AND / OR 2) Let us build a great company; a great work place and a milestone in corporate institutions. These two are entirely exclusive of each other. They may not be related at all. The two statements above have something similar to the relationship that Pakistan and India, have with each other; or any autocratic society has with another democratic society. In the first instance, people do make a lot of money at the cost of venture capital equity funds and then these people move on to the next project as CEO and team to lick the cream off more venture capital funded project with little value to the customer or the employee. It is something like making money off the uninformed stock market investor. Creating a company to make money is a forgettable flash in the timeline of corporate evolution. Creating a milestone in corporate institutions is something to write home about for generations. Both are desirable. You have to choose your way forward. Disrupt and earn sacks Disrupt and create novel models Where do you want your company to be?

𝗘𝗻𝗮𝗯𝗹𝗶𝗻𝗴 𝗚𝗿𝗼𝘄𝘁𝗵: 𝗦𝘂𝗿𝗽𝗿𝗶𝘀𝗶𝗻𝗴 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗶𝗻 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗢𝘄𝗻𝗲𝗿𝘀 ⁣ 📅 Thursday, 20 June 2024 🕗 2:00 pm – 3:30 pm (Myanmar Time) 🏨 Zoom Online 🌐 English Language ⁣ Join us for “Enabling growth: surprising lessons in Organisation Design for business owners,” an eye-opening webinar tailored for Myanmar entrepreneurs and business owners striving to succeed amid today’s incredible challenges. In this session, we’ll dive into the often-overlooked strategies of organisation design that can significantly influence your company’s growth and efficiency. Discover how poor decisions can lead to confusing responsibilities, bottlenecks, low morale, inefficiencies; and how simple changes in structure, processes, and practices can lead to surprising improvements in performance and market agility. Whether you’re looking to overhaul your current setup or fine-tune your organisational framework, this webinar will provide you with actionable insights and fresh perspectives to help you achieve sustainable growth. ⁣ 🔸Free Registration for members of MIoD. 🔸MMK 30,000 for Non-members ⁣ ➡️ 𝗪𝗲𝗯𝗶𝗻𝗮𝗿 and 𝗦𝗽𝗲𝗮𝗸𝗲𝗿𝘀' 𝗗𝗲𝘁𝗮𝗶𝗹𝘀: https://lnkd.in/gGmaMTGD ➡️ 𝗢𝗻𝗹𝗶𝗻𝗲 𝗥𝗲𝗴𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻 𝗟𝗶𝗻𝗸: https://lnkd.in/g4kWQDAZ ⁣ 𝗞𝗲𝘆 𝗗𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻 𝗣𝗼𝗶𝗻𝘁𝘀 ◾ The purpose of organisations ◾ Structural concepts and options ◾ Interplay between structure, processes, and people ◾ Common pitfalls and poor practices among Myanmar organisations ◾ Debunking Organisation Design myths ⁣ 𝗪𝗵𝗼 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝘁𝘁𝗲𝗻𝗱 This webinar is tailored for anyone involved in or responsible for shaping the structure and strategy of a business. Whether you are in charge of a startup or managing a well-established company, you’ll gain valuable insights and practical tips to enhance your organisational effectiveness. 🔹 Entrepreneurs and business owners: Ideal for those looking to optimise their organisational structure for better efficiency and growth. 🔹 Decision makers: executives and managers responsible for strategic planning and organisational development within their companies. 🔹 Company Directors: specifically those whose role is to oversee growth strategies and improvements within their organisations. 🔹 Start-Up founders: new business leaders seeking foundational knowledge on how to design their operations effectively from the ground up. 🔹 Anyone interested in business strategy: Individuals curious about how organization design influences business success and sustainability. ⁣ This program is open to non-MIoD members as well. Please feel free to forward to your network. We are here to assist you and can be reached on [email protected] or Phone: +95 9 400 151 419, +95 9 427 363 904.

5 ways companies/startups can handle hiring issues  🚀 As the Indian startup ecosystem continues to thrive, the competition for top #talent has never been more fierce. #Startups are facing a myriad of hiring challenges, from finding the right cultural fit to securing self-motivated, agile individuals who can adapt to the fast-paced environment. But fear not, innovative startups are rising to the occasion with these 5 effective strategies: Laser-Focus on Mission & Vision 🎯 - Clearly communicating your company's purpose and goals helps you attract candidates who are truly aligned and enthusiastic. Leverage Your Existing Fanbase 👥 - Hiring people already familiar with your brand, values, and culture can be a game-changer. Promote Your Awesome Work Culture 🏢 - Word-of-mouth is powerful - showcase your vibrant, supportive environment to entice top talent. Supercharge Your Digital Presence 💻 - Strategic branding on social media can help you reach and engage with your ideal candidates. Motivate & Retain Your All-Stars 🏆 - Investing in your current team through recognition, growth opportunities, and competitive perks pays dividends. Startups that master these tactics will be poised to assemble the dynamic, high-performing teams needed to turn their bold visions into reality. Partner with Hindustan Recruitment to build your dream startup team. Contact us today! 💼 https://lnkd.in/djicjvue #StartupHiring #TalentAcquisition #EmployerBranding #DigitalRecruitment #EmployeeMotivation #CareerGrowth #LinkedInTips #HRInnovation #Entrepreneur #HR #C-suite #Entrepreneurship #strategichr #digitalmarketing #edtech #startups #hiringchallenges #rpo #outsourcing #hiringnow #hiringalert #connections #cfbr #hindustanrecruitment #recruiters #recruitmentagency #recruitmentfirm #recruitmentconsultancy #hrsolutions #nontech #founders #vendor #staffingagency

What are the human and financial costs of badly executed organisational change programs (Part 3 of 3)- Navigating Towards Success The journey through organisational change is challenging, but it is also ripe with opportunity for growth and improvement. Recognising the long-term costs of poorly executed change initiatives is the first step towards mitigating them. Organisations that navigate this path successfully do so by investing in their people, prioritising transparent communication, and building a culture of resilience and adaptability. The focus shifts from merely avoiding financial loss to embracing change as an opportunity to strengthen the organisation both culturally and financially. By adopting best practices in change leadership, organisations can not only safeguard against the extensive financial losses associated with poorly managed change but also emerge stronger, more agile, and better equipped for the future. The story of organisational change, then, is not just about navigating challenges—it's about seizing opportunities to foster a thriving, resilient business environment. Let’s discuss – what are your thoughts, views and your experience? Please comment below: Barry Eustance CMgr MCMI Kotter Change Leader Certified Principal Consultant – The Sixsess Consultancy Empowering Clients to Seize Opportunity from Change   https://sixsess.org

I have interacted with over 1000 growth-oriented companies. Most recently in Saudi Arabia and in the UK. I observed 5 components that helped companies grow are: 1. Setting realistic goals. 2. Strong financial oversight. 3. Integrated and value driven teams. 4. Focus on value delivered at a competitive price. 5. Engaging Customer in product/service improvements. In 2024 and beyond, enterprise Growth and scaling-up will be the buzzwords in businesses. I see a more important topic (that is not being discussed often) is sustainability. Let us realize soon that a knee-jerk growth pattern is bound to cause turbulence and highly likely to result in growth reversal in crisis like situation. In 2025, define a new norm, reconsider Growth Strategies! Comment below if you are looking to steer your ways to a new growth strategy. #Growth #Strategy #Innovation

ORGANISATIONAL STASIS! Too many contemporary organisations are really in " same, same" mode, travelling their journeys of supposed change, fiddling with artefactual changes whilst assumptions and values remain unchallenged and behaviours of old, continue. There is: 1. no bold, brave new world thinking, 2. no vision of the supposed impossible, 3. no excitement of what the organisation could be, 4. no compelling narrative for transformation, 5. no ambitious set of goals, 6. no fresh frames of reference, 7. no understandings of the moving new institutional contexts and imperatives for survival and to thrive, 8. no breakaways from historical "this is what we have always done", and 9. no thinking that takes everyone beyond the ordinary. 10. There is similarly no leadership with future oriented glasses, crystal ball thinking advisors and the refined skills knowledge and expertise to build these burning platforms for stakeholders to see so we can all jump off into new horizons. Organisational stasis is created by us. It needs: A. new ways of leading, B. new ways of managing, C. new alignments of organisational purpose, visions, missions and D. grass roots actions with people E. galvanised by exciting emotional narratives to change for a brighter more adaptable future. If you would like to converse about these points in relation to your organisation, feel free to email me: [email protected]

So often the impact of managing people and creating effective systems and processes is under valued as businesses #scale and #grow. As this article highlights, over 50% of a leader's time will be spent on managing people strategy. As organizations scale their #people #systems and #technology needs to scale along with them to effectively recruit, train, manage, and communicate across a rapidly changing organization. If you need advice on managing significant human capital management transformation, HRComputes can help. Morris Yankell

onday tip 1️⃣6️⃣6️⃣❗ As someone who builds and develops bridges and international relations, as a spokesperson, as a crisis manager, as a mentor, as a strategic consultant, and more, I want to continue to share with you the tips and ideas I shared with key players during the years. Ministers and politicians, Ambassadors and diplomats, international delegations, mayors, entrepreneurs, CEOs, economists, startupists, investors, opinion leaders, academics, and journalists got these tips before, now is your time. Tip #166: Visual If you are ready to put in a lot of time and hard work and believe you have what it takes to succeed, these tips are for you. Please write in the comments what is your tip for success 🚀 💡 🎯 #growth #navigation #creative #stability #experience #innovation #edvisor #advice #consulting #develop #counselor #consultation #business #help #international #professional #networking #success #networking #idea #InternationalBusinessRelations #BusinessRelations #strength #strategy #tip #ThisisMonday #MondayTip #MondayTips #AviramGivoni #startups #entrepreneurs #startupstrategies #finance #businessleaders #leadership #investment #tech #science #startup #innovative #projects #PR #plan #trust #crisis #crisismanagement #delegation #tech #technology

Last chance to register for the 𝗘𝗻𝗮𝗯𝗹𝗶𝗻𝗴 𝗚𝗿𝗼𝘄𝘁𝗵: 𝗦𝘂𝗿𝗽𝗿𝗶𝘀𝗶𝗻𝗴 𝗟𝗲𝘀𝘀𝗼𝗻𝘀 𝗶𝗻 𝗢𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻 𝗗𝗲𝘀𝗶𝗴𝗻 𝗳𝗼𝗿 𝗕𝘂𝘀𝗶𝗻𝗲𝘀𝘀 𝗢𝘄𝗻𝗲𝗿𝘀 ⁣ 📅 Thursday, 20 June 2024 🕗 2:00 pm – 3:30 pm (Myanmar Time) 🏨 Zoom Online 🌐 English Language ⁣ ➡️ 𝗪𝗲𝗯𝗶𝗻𝗮𝗿 and 𝗦𝗽𝗲𝗮𝗸𝗲𝗿𝘀' 𝗗𝗲𝘁𝗮𝗶𝗹𝘀: https://lnkd.in/gGmaMTGD ➡️ 𝗢𝗻𝗹𝗶𝗻𝗲 𝗥𝗲𝗴𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻 𝗟𝗶𝗻𝗸: https://lnkd.in/g4kWQDAZ Join us for “Enabling growth: surprising lessons in Organisation Design for business owners,” an eye-opening webinar tailored for Myanmar entrepreneurs and business owners striving to succeed amid today’s incredible challenges. In this session, we’ll dive into the often-overlooked strategies of organisation design that can significantly influence your company’s growth and efficiency. Discover how poor decisions can lead to confusing responsibilities, bottlenecks, low morale, inefficiencies; and how simple changes in structure, processes, and practices can lead to surprising improvements in performance and market agility. Whether you’re looking to overhaul your current setup or fine-tune your organisational framework, this webinar will provide you with actionable insights and fresh perspectives to help you achieve sustainable growth. ⁣ 🔸Free Registration for members of MIoD. 🔸MMK 30,000 for Non-members ⁣ 𝗞𝗲𝘆 𝗗𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻 𝗣𝗼𝗶𝗻𝘁𝘀 ◾ The purpose of organisations ◾ Structural concepts and options ◾ Interplay between structure, processes, and people ◾ Common pitfalls and poor practices among Myanmar organisations ◾ Debunking Organisation Design myths ⁣ 𝗪𝗵𝗼 𝘀𝗵𝗼𝘂𝗹𝗱 𝗮𝘁𝘁𝗲𝗻𝗱 This webinar is tailored for anyone involved in or responsible for shaping the structure and strategy of a business. Whether you are in charge of a startup or managing a well-established company, you’ll gain valuable insights and practical tips to enhance your organisational effectiveness. 🔹 Entrepreneurs and business owners: Ideal for those looking to optimise their organisational structure for better efficiency and growth. 🔹 Decision makers: executives and managers responsible for strategic planning and organisational development within their companies. 🔹 Company Directors: specifically those whose role is to oversee growth strategies and improvements within their organisations. 🔹 Start-Up founders: new business leaders seeking foundational knowledge on how to design their operations effectively from the ground up. 🔹 Anyone interested in business strategy: Individuals curious about how organization design influences business success and sustainability. ⁣ This program is open to non-MIoD members as well. Please feel free to forward to your network. We are here to assist you and can be reached on [email protected] or Phone: +95 9 400 151 419, +95 9 427 363 904.

When bidding or consulting to a potential client for work in the change or leadership development arena, ensure you undertake a decent needs analysis...and don't simply promise what the client initially believes they need or want. Really good needs analyses/organisational assessments are interventions in themselves. They leave the client changed in some meaningful way. If that means not undertaking the work yet or not in the way originally envisaged, that's likely to be a more authentic and useful intervention that one based on a too narrowly focused narrative.....