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Change Management to Sustainable Organizational Culture Change

Posted on April 20th, 2020 by Sanjit Anand ||Email This Post Email This Post

Arthur’s corporate culture transformation methods have created sustainable organizational culture change in organizations across the world. In his Tedtalk “how to Create Sustainable Organizational Culture Change in 80 Days” explain the types of Organizational Change and different level of organizational culture evolution . You can watch out his presentataion in Youtube.

Key Highlightes

1) Here are four types of organizational changes that make an organization stronger:

4 Types of Organizational Change

  • Technological – applications of technology to enhance operations or improve efficiency.
  • Structural – change in organizational structure lateral expansion, consolidation of resources, downsizing, product group consolidation…
  • Philosophical (Transformation) – the entire mission and direction of an organization changes to reinvent itself to be current and sustainable. This helps an organization go from their current level to their next level of growth by developing a new capacity to meet the needs of those it serves.
  • Psychological (Transition) – changing organizational culture, leadership styles, management processes, HR policies… for the purpose of improving efficiency, innovation and engagement.

2) He also highlight The 5 levels of organizational culture evolution are as follows

  • The Blame Culture – Here, people have little trust and need to be given proper direction. There’s almost no innovation or member cooperation.
  • The Multi-Directional Culture – Members start forming cliques within their respective departments. However, cooperation and trust levels remain low between the management and other departments of the organization.
  • The Live and Let Live Culture – While objectives get fulfilled, people remain complacent. Creativity and passion remain at all-time lows.
  • The Brand Congruent Culture – Members start believing in their services or products and begin supporting others to fuel expansion. Passion and innovation take the lead, thanks to better culture, management, and processes.
  • The Leadership Enriched Culture – An effective leadership ability is instilled in everybody with people transforming into dedicated believers for both the organization and the brand. Creative levels start rising, fueling further excitement. A feeling of ownership is present in all members at this stage.

3) At the last part of his presentation , he also share how to Build the 5 pillars of Sustainable Organizational Culture Change

 

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Thxs

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Interesting article on “how us as people may be getting in the way of own success”

Posted on April 17th, 2020 by Sanjit Anand ||Email This Post Email This Post

The Solution to a Tough Problem Isn’t to Overthink It

We all like to consider ourselves smart, but Raw intelligence is undoubtedly a huge asset, but it isn’t everything.

“When we get stuck on a problem, sometimes it’s because we’re overthinking it. Pay attention to when focused thinking isn’t getting you anywhere; perhaps it has turned into obsessing over the same answers or approaches.”

Consider whether experimenting with a new strategy or talking ideas through with others might be more likely to result in success. Take breaks to let your brain relax and get unstuck. Expand your range of skills for reaching insights and coming up with new ideas; don’t be someone who sees every problem as a nail because your only tool is a hammer. And when you do find yourself ruminating, disrupt it by doing a few minutes of an absorbing activity, such as a puzzle. This can be a surprisingly effective way to break your brain out of a rut.

Adapted from “5 Ways Smart People Sabotage Their Success,” by Alice Boyes.

This is a really interesting read and one of the reminders is the importance of emotional intelligence. In his Article highlightes 5 Ways Smart People Sabotage Their Success as below:

  1. Smart people sometimes devalue other skills, like relationship building, and over-concentrate on intellect.
  2. Teamwork can be frustrating for very smart people.
  3. Smart people often attach a lot of their self-esteem to being smart, which can decrease their resilience and lead to avoidance.
  4. Smart people get bored easily.
  5. Smart people sometimes see in-depth thinking and reflection as the solution to every problem.

Click on Link for Solutions to overcome these problems.You can read /refer to HBR for more management insights…

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How ambitious should you be?

Posted on April 15th, 2020 by Sanjit Anand ||Email This Post Email This Post

Nurturing a healthy level of ambition in the workplace can be a tricky thing, organisational consultant Ron Carucci writes. Very driven workers may inadvertently appear too greedy for success or unrealistic about their goals. On the flip side, those that don’t showcase their ambition adequately risk looking cautious or unwilling to improve.

Carucci offers the following framework for achieving success in a healthy, balanced manner.

  • What goals can I realistically attain through my own efforts? (Performance ambition)
  • What skill or knowledge will I need to improve or acquire? (Growth ambition)
  • What rewards do those I lead hope to gain as a result of our efforts? (Achievement ambition)

All questions above are for DIFFERENT areas of ambition; more, improving how leaders operate in business.

As you think about how to manage your career, came across a great article by Ron Carducci in HBR.

Highlights and hits on key points and attributes on ambition, self awareness, and asking and answering the important question every employee and leader may be asked….”How ambitious should you be?”

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What is the Zachman Framework ?

Posted on April 6th, 2020 by Sanjit Anand ||Email This Post Email This Post

In layman word Zachman Framework is matrix for managing enterprise architecture.

The Zachman Framework uses a 36-column matrix to help organize your company’s enterprise architecture and lend insight into your organization’s IT assets.

One axis, normally spread about the horizontal of the matrix, consists of the following fundamental elements of human analysis in template include all of the questions that you’ll ask during the process:

  • What — Inventory
  • How — Process
  • Where — Distribution (Location)
  • Who — Responsibility (Roles)
  • When — Timing (Order of behavior)
  • Why — Motivation

The six rows of the Zachman Framework matrix include:

  • Executive — (Business) Context, or Identification
  • Management — (Business) Definition
  • Architect — System Logic, or Representation
  • Engineer — Technology Physics, or Specification
  • Technician — Configuration

You can read more at CIO site

https://www.cio.com/article/3535909/what-is-the-zachman-framework-a-matrix-for-managing-enterprise-architecture.html

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ASC 842 :Audit Procedures for Leases

Posted on December 20th, 2019 by Sanjit Anand ||Email This Post Email This Post

The new Financial Accounting Standards Board (FASB) and international financial reporting standards (IFRS) lease accounting standards (ASC 842 and IFRS 16) will take effect in 2020 for private companies. The standards bring many leases onto the balance sheet and could significantly impact a business’ financial statements.

Here is great post on Audit Procedures for Leases under ASC 842. You can get more details at here

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Technology Business Management Tools;

Posted on December 13th, 2019 by Sanjit Anand ||Email This Post Email This Post

Technology Business Management Tools; A TBM Book and Index for the CIO by Tom Murphy at ITFM

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Realizing potentials is mark of a great company

Posted on August 30th, 2019 by Sanjit Anand ||Email This Post Email This Post

You should also take an extra look at the people who ‘may not be ready,’ and analyze them on the basis of their ambition, reputation, and passion for your business.” An interesting read on what makes for inspring leader

Hire Leaders for What They Can Do, Not What They Have Done

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Oracle EBS 12.2.9 is Available….

Posted on August 21st, 2019 by Sanjit Anand ||Email This Post Email This Post

Oracle E-Business Suite 12.2.9 is available now!

Release 12.2.9 is a suite-wide patch that offers new features and enhancements, and provides regular updates. These improvements are geared towards further increasing efficiency, supporting modern business workflows, and providing a more intuitive user interface.

Release 12.2.x customers can apply 12.2.9 directly to their environments. EBS 12.2.9 is an online patch, so it can be applied while an existing Release 12.2.x system is running.

Release 12.2.9 also follows suit with Oracle’s Continuous Innovation release model for E-Business Suite 12.2 and will continue to receive Premier Oracle Support through 2030.

Read more details

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Which Finance processes is good for offshored/outsourced?

Posted on September 3rd, 2018 by Sanjit Anand ||Email This Post Email This Post

Which finance processes have been outsourced so far? What was the rationale behind it?

Great Question . Normally it’s the transactional finance processes that are outsourced such as – Accounts Payable, Receivable, General Ledger, Reporting & Master Data. The rationale is the labor arbitrage together with the existing expertise towards automation, digitalization that exists in an Outsourcing company. Also it allows having all processes in one single place, enabling standardization cross various company codes.

Heavily decision support processes such as Financial Analysis, Forecasting & Budgeting are more difficult to be outsourced due to the high expertise required (people from the business/domain may perform particular job for couple of years and knowledge could be difficult to be transferred in 2 or 3 months with is normally the length of the knowledge transfer period)

One of the major drawback , which you may take into consideration that in outsourcing there is usual a high attrition rate and knowledge gaps could occur for more complex processes, which were not subject to automation previously. Hope this make sense

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Oracle Adaptive Intelligent Applications for ERP

Posted on February 16th, 2018 by Sanjit Anand ||Email This Post Email This Post

Recently Oracle announced new AI-based Apps for Finance Leaders to empower CFOs w/ data-driven insights to adapt to change, develop new #markets & increase profitability!

With Oracle Adaptive Intelligent Applications for ERP, finance leaders can benefit from:

  • Better insight: Making use of analytics and synthetic intelligence to finance can enhance efficiency and will increase agility throughout payables, receivables, procurement, and monetary interval shut processes. Clever purposes are additionally in a position to present instructed actions to assist mitigate vendor threat and fraud exercise by detecting exceptions in vendor choice standards.
  • Greater efficiency: Robotic process automation and artificial intelligence capabilities enable touchless transaction processing, minimizing the chance of human error.
  • Smarter business outcomes: Oracle delivers immediate impact by infusing machine learning across the entire suite of business applications; this is done by leveraging data from the Oracle Data Cloud and from partners to derive insights across multiple channels and platforms, including finance, HR, and project management to support strategic business decision-making.
  • Increased influence: The wealthy insights obtainable to finance leaders through synthetic intelligence empower CFOs to anticipate what comes subsequent for the enterprise and to make clever selections, growing the affect of the CFO and finance staff within the group.

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