LEADERSHIP WORKSHOP

INDIVIDUAL ASSIGNMENT
ARTICLE REVIEW

A MAVERICK CEO EXPLAINS HOW HE

PERSUADED HIS TEAM TO LEAP INTO
THE FUTURE
Author: Vineet Nayar

By
ASHUTOSH KUMAR (2015PGP061)
SECTION-C
Submitted to
B RAMASUBRAMANIAN

INDIAN INSTITUTE OF MANAGEMENT, INDORE

INDORE 453556 (INDIA)

FEBRUARY, 2016
SUMMARY OF ARTICLE
The article is about the allegorical decision confronted by Vineet Nayar in 2005, when he was
named President of the Delhi-based IT administrations supplier HCL Technologies. Despite
the fact that the organization's incomes were developing by around 30% a year, it was losing
piece of the pie and mindshare. Their rivals were developing at the rate of 40% or half a year,
and the IT administrations industry was evolving quickly. Clients would not like to work with
an undifferentiated administration supplier that offered discrete administrations; they needed
long haul accomplices that would give end-to-end administrations. Could HCL turn out to be
such an organization? History will let us know it did. By 2009 HCL had changed its plan of
action, almost tripled its yearly incomes, multiplied its business sector capitalization, been
positioned India's best boss by Hewittand spearheaded a one of a kind administration
culture that I call Employees First, Customers Second (EFCS). One hundred senior
supervisors and 55,000 representatives of the organization fulfilled the change. This is how
Vineet Nayar achieved this feat, by taking the leap himself.
Point A vs Point B
He spent the initial couple of weeks of his residency going by HCL's workplaces around the
globe, meeting senior directors in little gatherings and at bigger get-togethers. He talked
about the organization's present circumstancePoint A, he call it. He likewise met numerous
clients amid his ventures, and it was from them that a potential Point Bwhere they ought to
arrivestarted to come to fruition. What struck him was that clients didn't speak much about
their items, administrations, or advancements; they talked for the most part about HCL's
representatives. The worth the organization offered lay in the interface in the middle of
clients and bleeding edge representativesthat was their quality zone.
HCL was a customary pyramid, in which cutting edge individuals were responsible to a chain
of command of chiefs. The progression normally made it more troublesome for
representatives to include esteem. He thought about whether they could flip around the
association, so that senior administrationthe heads of empowering capacities, for example,
HR and fund and even the CEOcould get to be responsible to representatives

Bridging the gap and developing a strategy

He gathered a meeting of their main 100 chiefs and suggested that HCL change itself from an
IT administrations merchant into a conclusion to-end worldwide IT administrations
accomplice that could go up against any semblance of IBM, Accenture, and EDS. Amid this
period he additionally held casual gatherings with forefront representatives, drawing in them
in dialogs about the sort of organization they needed to work for and how they saw their
employments. These gatherings turned out to be more formal in 2006, with a progression of
companywide gatherings we called Direction and that at the initially meeting it would be
counterproductive on the off chance that he walked up to the platform in a suit and attach and
anticipated that individuals would open up to him.
To uproot the inlet in the middle of workers and officials, he strolled to the focal point of the
stage, moved to a prevalent Bollywood number. He squirmed moved into the paths, pulled
individuals up from their seats and hit the dance floor with them. At that point, two hours of
intentional and vivified exchanges followed.Had he not done this and began the meeting, the
representatives would feel as though somebody from the top is guiding them to accomplish
something.
Blue ocean droplets for change
Change required activity words, as well as he didn't put stock in substantial scale innovation
activities or huge redesigns. He activated change at HCL through little scale impetuses called
blue sea beads (BODs).
Cases of such BOD's were1. Sharing financial data
Workers then had admittance to the money related data that related to their tasks yet didn't
know how either their specialty unit or the association was doing. Nor would they be able to
contrast the execution of their group with that of others. He shared the money related
information broadly, inside and crosswise over gatherings. The objective was to individuals
better see where we stood and to build trust by significantly expanding straightforwardness.
When individuals saw that he was willing to demonstrat to them how the organization was
performing, they started to shed their question of top administration.
2. Inclusive Approach followed with regard to employees
At the point when the worldwide downturn started, instead of taking part in cutbacks or
rebuilding, he approached representatives for approaches to offer us some assistance with

getting through the terrible times. Most vital, HCL's workers felt that they were incorporated
into deciding how to climate the tempestdissimilar to other IT organizations, where, since
administration didn't take a comprehensive methodology, representatives felt dubious about
their future and that of the association. It's not coincidental that while those organizations'
incomes fell, HCL developed by around 20% in the most exceedingly terrible year of the
subsidence. In 2008 we shut requests worth twice as much as those of the earlier year and
enlisted many workers universally, incorporating into the U.S. also, the UK. He didn't stress
much over the share trading system in the early phases of his change endeavors. As by his
words "What's the purpose of making guarantees to investigators and shareholders who have
heard it all sometime recently? I needed first to show results and after that to clarify how we
had accomplished them and Leap.
3. Calculate the Passion
Vineet Nayar needed enthusiasm in individuals so he created as overview, the Employee
Passion Indicative Count, to distinguish the drivers of energy in the working environment.
This prompted the formation of Employees First Councils, amasses that attention on
particular interests, from craftsmanship and music to altruism and social obligation. The
chambers offer representatives some assistance with breaking down the hindrances between
their own and expert lives and convey all the more intending to their work. These gatherings
had one unforeseen advantage: Some sprang up around business issues, for example,
distributed computing, which directed individual energy into organization advancement.
4. The online planning process
Instead of auditing the strategies for success of his 100 directors, as had been the situation
before, he requested that the administrators make video recordings compressing their
arrangements and post them on an online entrance, where different supervisors could survey
them, offer input, and talk about changes. This had any kind of effect in how administrators
figured and imparted thoughts. He himself posted the consequences of my 360-degree
evaluation on the intranet for all the organization to see. Most supervisors took action
accordingly.

CRITICAL REVIEW
The most troublesome choice to make about change is when to begin. The article started
when HCL was all the while developing at a solid clasp, yet in the event that Vineet Nayar
hadn't made his turn then, HCL wouldn't be so effective today. By 2009 HCL had changed its
plan of action, almost tripled its yearly incomes, multiplied its business sector capitalization,
been positioned India's best manager by Hewittand spearheaded an exceptional
administration society. That same year HCL finalized five outsourcing negotiations worth an
aggregate of $700 million while contending with the world's greatest IT administration
suppliers.
The article effectively catches the immense authority characteristics of Vineet Nayar, who
was offbeat, his administration style remarkable and who moved his approach to take a major
jump in changing the hierarchical society. The article additionally shows suitable cases to
commute home the point. His polices of making trust through straightforwardness, rearrange
the authoritative pyramid, recast the CEO's part and having a 360 degree peer assessment
offered him some assistance with achieving his objective.
He likewise has been an awesome inspiration of individuals, a quality just incredible pioneers
have. Acquiring straightforwardness operations and approaching individuals for criticism,
workers feel like the proprietors of the association.
The article additionally catches the component of energy a pioneer presentations to rouse
individuals. He discusses finding and starting different little scale impetuses for the change
you need. A sea is only billions of downpour drops, yet would one rather be stood up to by a
downpour drop or a sea. That is the means by which representatives feel as well. Enthusiasm
breeds activity so measuring worker's energy for their part and the organization will be a
decent gauge of the measure of work done. Those interests are the crude material of upper
hand and ought to be saddled.
On the whole, the administration qualities as showed by Vineet Nayar, is pertinent for any
advanced business and we as perusers ought to take motivation and inspiration from him.