Shyam's Slide Share Presentations

VIRTUAL LIBRARY "KNOWLEDGE - KORRIDOR"

This article/post is from a third party website. The views expressed are that of the author. We at Capacity Building & Development may not necessarily subscribe to it completely. The relevance & applicability of the content is limited to certain geographic zones.It is not universal.

TO VIEW MORE CONTENT ON THIS SUBJECT AND OTHER TOPICS, Please visit KNOWLEDGE-KORRIDOR our Virtual Library

Tuesday, February 28, 2012

clarification for TPOs 02-29


We have received a large number of mails from the Institutions and TPOs. (highly respectful letters. Thank you.). In spite of our desire to reply individually to everyone,we are heavily constrained on account of paucity of time and resources.

The topic is similar in all the letters, and it is about either Campus recruitment or internship. Hence we are issuing a general clarification.

We do not have any immediate Campus Recruitment Programmes planned, 


We have  not finalized any Internship programmes for the current academic session.


We have received complaints from the employers about the insufficiency, inefficiency & inadequate delivery levels of the candidates selected. The imparting at the Academic Institutions has fallen awfully and woefully short of the required standards.


We will conduct campus programmes only after elevating standards through one our programmes such as 








We are presently in the initial stages of negotiating with the Organizations for planning customized Incisive Incubators ("Eyes 2") for nurturing talent.

We have also started initial discussions with the top global institutions for the supply of content and case studies.

Once we complete this, we will start hiring and training imparters as per the need.

Only after that we will start the evaluation process for the Academic Institutions and select the students for the "Eyes 2".


However the Institutions interested in our Global Branding  or Next Step Forward programmes can contact us through the exclusive

webinar.Institutions participating in the Global Branding.


You are welcome to claim your exclusive webinar Here


Thanks and best wishes,

Shyam

CEO'S THAT SUCCESSFULLY FAIL ! ! ! !






CEO'S THAT SUCCESSFULLY FAIL ! ! ! !

The myth that surrounds the persona of a CEO as a person who never fails has been blown away by the adversities that continuously affected the industry during the past couple of years. The supposedly best have bitten the dust, while some so called non entities have not only proven equal to the task but they have also successfully steered their organization out of the turmoil and put it back on the growth track.

What is the factor that separates the successful CEO from the ones that fail????



It's rarely for lack of smarts or vision. Most unsuccessful CEOs stumble because of one simple, fatal shortcoming. Here's what we aren't saying: That failed CEOs are dumb or evil. In fact they tend to be highly intelligent, articulate, dedicated, and accomplished. They worked hard, made sacrifices, and may have performed well terrifically for years.

Nor are we saying execution is the only reason CEOs falter. Sometimes they adopt a strategy so flawed that it's doomed, or they refuse to confront reality in their markets, or they antagonize their board. And when a CEO really goes down in flames, there's almost always more than one reason.

It's clear, as well, that getting execution right will only become more crucial. The worldwide revolution of free markets, open economies, and lowered trade barriers and the advent of e-commerce have made virtually every business far more brutally competitive. The frantic spread of information through technology is making customers everywhere more powerful and pushing toward the commoditization of everything. Institutional investors who now own a substantial portion of equities relentlessly demand results.

One important area of failure for the CEO’s is the failure to put, the right people in the right job, and of course the relative failure to fix problems in time..

Selection &; Retention factor.

Sometimes strange anomalies not strictly related to merit become the criteria for selection and retention of an employee. A relatively less confident CEO would avoid recruiting a highly accomplished deputy for the fear that the latter would attract the attention of the governing board and present a viable alternative to the incumbent CEO. A sense of insecurity within often dictates such decisions.

On the other extreme is the highly overconfident CEO, who thinks that he can mentor and coach anyone to exacting delivery levels. My man theory comes in to effect here. Here he selects a person who he thinks will remain loyal to him in adversities and not turn tables on him. The philosophy of “I would rather take the devil I know, rather than the one I don’t.

Other less important but influencing factor for selecting a person could be, the person creates a positive vibe in the social media, hence a good individual to be around. The person may be more acceptable to the majority of the members of the governing board. He has successes in a different field, and hence would succeed here also. Sometimes these people are selected in preference, to the home bred executives who have contributed positively to the organization. Sacking important executives may or may not impact the organization negatively, but retaining non performing ones would definitely, waiting indefinitely in the hope performance will definitely impact the organization negatively.

More often than not these deemed success turnout to be reasons for doomed bottom lines & careers.

The CEO’s role extends beyond the bottomlines. It pays to treat employees as stake holders.

Making the bottom line your top priority may not be the best way to improve profitability. Recent research shows that CEOs who put stakeholders’ interests ahead of profits generate greater workforce engagement—and thus deliver the superior financial resultsthan  that they have made a secondary goal.

This finding is based on survey data gathered from 520 business organizations in 17 countries, many of them emerging markets. If a CEO’s primary focus is on profit maximization, employees develop negative feelings toward the organization. They tend to perceive the CEO as autocratic and focused on the short term, and they report being somewhat less willing to sacrifice for the company. Corporate performance is poorer as a result.

But when the CEO makes it a priority to balance the concerns of customers, employees, and the community while also taking environmental impact into account, employees perceive him or her as visionary and participatory. They report being more willing to exert extra effort, and corporate results improve.

Inspiring Vision

Jack Welch, the legendary former CEO of GE was well known for cultivating a breed of successful CEO’s from within, who were not only great success but also contributed to GE for more than a decade as CEO’s. The continuity factor at the top often creates the comfort , and puts them ahead of organizations that don’t have this factor.

It is important to create a vision that inspires and directs the organization. And ensure that, it is broad enough to allow great flexibility. Communicate your vision to everyone in your organization and create an innovation-adept culture environment that encourages entrepreneurial creativity to make the vision a reality.


"Leaders inspire people with clear visions of how things can be done better,“ writes Jack Welch “The best leaders do not provide a step-by-step instruction manual for workers. The best leaders are those who come up with new idea, and articulate a vision that inspires others to act.”

All said and done, it is still not possible to lay down the formula for the success or the reasons for the failure of the CEO’s. People with early setbacks in life like Steve Jobs have turned out to be great success in later part of their lives & career. "Lee" Iacocca's  story of the turnaround in Chrysler Corporation is a folklore people never tire of singing. Adversities sometimes throw up leaders that normal circumstances may not.

Hope you have enjoyed reading this article. Please come out with your valuable views.

Best wishes,

Shyam

Monday, February 27, 2012

Is it fair to use the term “Reverse Innovation” for the technology emanating from India & China????






Is it fair to use the term “Reverse Innovation” for the technology emanating from India & China, especially when these countries are emerging as technology super powers????

There was a time when the Innovation was considered to emanate from the rich countries like USA, Germany, & Britain and spread to the rest of the developed world and then when it became obsolete in the developed world, it used to slowly drip down to the developing world as new technology. This was considered the process and procedure for the better part of the 20th century, and was closer to the reality of the times also.

 In India, the protectionist attitude and the populist policies were responsible for that, on account of the over dependence of the political parties on the industrialists for party funding, which allowed the corporates to mint money by selling outdated technologies and products to the people. Government also on its part, to protect the interest of Indian Business House, did not allow new technology into India except for defence, where also India availed the rupee payment option for the bulk of the imports from Soviet Union.

Add to this, the grim financial situation borne out of the 1971 Pakistan war, compelled India to protect its precious, precarious, Foreign Exchange Reserves. Which prevented the import of foreign technology, even in the priority sector like healthcare. Bulk of the foreign exchange was used to import petroleum products and of course for the luxury trips of Ministers and bureaucrats under various pretexts.

In China too, strong communist policies prevented the country from opening up to the latest in technology from the west. Its progress was limited to the defence and aerospace.

This was certainly not an ideal situation for Innovation & development of technology in India & China. Though it was in the eighties when both India & China started the liberalization process under Rajeev Gandhi and Deng Xiaoping, It was in the nineties that both the countries opened the gate to technology, progress, & prosperity.

Turn of the century saw India slowly but firmly getting a foothold in the development of technology in IT & ITES so much so that there was a reverse trickle of Innovative and cost effective technologies from Asia to the west. India and China could now boast of the best in Human Resources and Technologies. Successive Prime Ministers in India, Jiang Zemin & Hu Jintao in China propelled these two countries towards unparalleled Economic Growth.

Deprivations the west was suffering from were the assets the Asia was leveraging to usher in this revolution.

The west was taken aback by this sudden upsurge from Asia and sent them thinking. It was in this situation that in 2005, a phrase  “Innovation Blowback” was coined to describe this process, by John Hagel III and John Seely Brown in their 2005 McKinsey Quarterly article titled “Innovation blowback: Disruptive management practices from Asia." It was called Disruptive Management policies because it tried to disrupt & reverse the trend of trickle of technology from the developed countries to the developing ones.
This process was used intelligently by GE in its process of globalization  and was given a respectable name “Reverse Innovation”. Professors Vijay Govindarajan and Chris Trimble and GE’s Jeffrey R. Immelt first used this term.
Management Guru Late C K Prahalad had this to add “There are five ways in which resource-starved developing countries lead rich nations: 1) affordability, 2) leapfrog technologies, 3) service ecosystems, 4) robust systems, and 5) add-on applications. These very deprivations are catalysts for reverse innovation.”

Recession, and the Research Shrinkage in the West.


Continued and unrelenting recession has forced corporates in west to shift or outsource their Research and Development to Asia. All the large corporates are using the “Reverse Innovation” to keep themselves afloat amidst the stiff competition and the reducing bottom lines. GE has used it effectively for is globalization effort & other are also getting into the mode. Flow of regular technologies up west, is now a regular feature rather than an exception.
This being the situation, is it correct to use the term “Reverse Innovation” for the technologies emanating from India & the developing world???




Examples of Reverse Innovation:

Tata Motors – Tata Nano

While companies like Ford set up its global automobile platform in India and catered to the niche premium segments in India, Tata introduced the Tata Nano for the price conscious consumer in India in 2009. Tata plans to launch Tata Nano in Europe and U.S. subsequently.
GE – GE MAC 800

GE’s innovation on the GE MAC 400 to build a portable low-cost ECG machine to cater to the rural population who cannot afford expensive health care was launched as an improved version a year later in 2009, in U.S. as MAC 800.

Procter and Gamble (P&G) – Vicks Honey Cough – Honey-based cold remedy

P&G’s (Vicks Honey Cough) honey-based cold remedy developed in Mexico found success in European and the United States market.

Nestle – Low-cost, low-fat dried noodles

Nestle’s Maggi brand – Low-cost, low-fat dried noodles developed for rural India and Pakistan found a market in Australia and New Zealand as a healthy and budget-friendly alternative.

Xerox – Innovation Managers
Xerox has employed two researchers who will look for inventions and products from Indian start-ups that Xerox can use for North America. The company calls them as ‘innovation managers’

Microsoft – Starter Edition
Microsoft is using its Starter edition’s (targeted at not so technically savvy customers in poor countries and with low-end personal computers) simplified help menu and videos into future U.S. editions of its Windows operating system.

Nokia – New business models
Nokia’s classified ads in Kenya are being tested as new business models. Nokia also incorporated new features in its devices meant for U.S. customers after observing phone sharing in Ghana
Hewlett-Packard (HP) – Research Labs in India

HP intends to use its research lab to adapt Web-interface applications for mobile phones in Asia and Africa to other developed markets.

Godrej – Chotukool Refrigerator
In February 2010, Godrej Group’s appliances division, Godrej & Boyce Manufacturing Co Ltd test-marketed a low-cost (dubbed the world’s lowest-priced model at Rs 3,250) refrigerator targeted mainly at rural areas and poor customers in India. The product runs without a compressor on a battery and cooling chips. The company wants to use a community-led distribution model (as an alternative channel of distribution) to push for product growth.

Pepsico – Kurkure and Aliva

Pepsi is planning to give developed markets (particularly West Asia) a taste of its salted snack Kurkure (and also another snack Aliva). The product enjoys huge success in India and has become a Rs 700 crore brand within a decade of its launch. The success is attributed to product innovation and a good marketing strategy. E.g. Made from corn, rice and gram flour, zero per cent trans fats and no cholesterol, Rs-3 small packs for pushing sales in the lower-tier towns.


In India, Husk Power Systems brings light to rural population (over 50,000) by using locally grown rice husks to produce electricity (a unique and cost-effective biomass gasification technology). The company has also received seed capital from Shell foundation in 2009 to scale up operations.


GE India – Steam Turbines

In 2010, GE’s Indian arm tied up with Triveni Engineering and Industries Ltd to manufacture steam turbines in the 30-100MW range. The company plans to then take advantage of lower input costs incurred in manufacturing and export these products to markets in West Asia, Indonesia, Europe and Latin America.


Please express your views.

Best wishes,

Shyam



Wednesday, February 22, 2012

Organization Communication Form 02-22


Organization Communication Form































Instructions : After submitting the form you will be taken to a page containing Ads and & offers offers. PLEASE IGNORE THEM AND SCROLL DOWN THE PAGE. PLEASE CLICK ON THE TAB "CONFIRM" ,WE WILL GET THE MESSAGE..WE ARE NOT CONNECTED WITH THE ADS.  

Tuesday, February 21, 2012

Incisive Incubators for nurturing management talent 02-22

Eyes 2




Corporates and employers, please help us create Incisive Incubators for nurturing talent to take over responsibilities raise the bar and set new horizons of growth and prosperity.

The quality of curriculum and imparting is a frequently bemoaned subject. So also is the gulf between standards required by the industry and the standards delivered by the academia. Industry has to absorb huge losses in terms of money and time spent in gestation period that is spent in training the new entrants.

Don’t you think, we should come out of all these, and treat time and investment with more respect????

Some efforts are being made to make the candidates job ready, but they fall short of the requirement.
To address this situation, we have planned to create “Incisive Incubators” (eyes 2).  These Incubators will be the places where selected and shortlisted candidates will be put through their paces in management mantra, entrepreneurial skills, man management, strategic, and inbound business skills.

The imparting will be through theory classes, work on case studies, and critical problem solving techniques in simulated labs.

For this we are working on a collaboration process with two types of Academic Institutions.
The first category will be the top of the drawer global institutions preferably among the top twenty in the world. We are keenly observing certain institutions where exhaustive research is going on in the entrepreneurial labs, at the same time there are institutions where untiring efforts are going on developing newer tools for optimization and lean management. These and other such institutions will provide us the resources and tools. I am already associated with two of the best in the management industry, Harvard Business Review & Mckinsey & Co  

The depth of imparting and duration of the incubation will be decided after in-depth discussions with the corporates. The objective of course is to give people to the corporates who can deliver to the global standards. The “eyes 2” alumni will form the two vigilant eyes of the organization and will enable a seamless succession management.

The second category of Academic Institutions will be the one’s which will provide us the students that will form a part of the “eyes 2”.  We have just started contacting the Institutions; we will be conducting a series of webinars followed by physical visits to evaluate the institutions.

Based on our assessments we will create regional “eyes 2” hubs. These hubs will be located at some of the will run institutions in various regions. In view of the shortage of quality imparters, the programme will be delivered in a staggered mannered.

We will shortlist the candidates as per the confirmed requirements of the corporates. The talent will be delivered as per the pre-scheduled calendar.

Costs :

The first part of the costs related to resources will be borne by the corporates. The second part that relates to imparting and hospitality & logistics related to the imparters and students will shared between the corporates and the Institutions in a ratio to be decided after discussion with both.

There is only one entity that can make this programme either a high-end success or a glorious failure, and that is the corporate entity. This is the “third eye” that can impact decisively.
This project is still in alpha stage, and is work in progress. We would like suggestions from the corporate industry on the shape size and intensity of the programme. Due to excessive spam, we are not able to give out our contact particulars on web.  We request the corporates to contact us through the form. On the receipt of the form, we will immediately send our address, email id and contact phone particulars for further interactions.

Together, let us strive to produce & promote extreme quality at all levels.

Best wishes,

Shyam


Contact us Here


Resource Providers,please contact us Here



Global B-Schools show interest in our “Incisive Incubators” (Eyes2) project 03-08 Click Here


 Please also read


Academic institutions,Are you aspiring for "Campus Recruitment Programmes"???,Please read ....View Here





Are you aspiring for "Campus Recruitment Programmes",Please read ....

We know you have done everything you could and more to get quality "Campus Recruitment Programmes" with mixed results.If you are successful in placing 100% of your students in decent organizations with decent packages,year after year, you don't need to read this article further.Best of Luck to you.

However if you are not satisfied either with the quality or quantity of the placements,please read further.

We already know that,

You have already done the following,

1. You already have a very efficient TPO
2.You have provided him lavish budgets to manage everything
3. You have engaged management consultants for training with mixed results.

Naturally, you are not very enthusiastic about another management consultant offering another "Campus Training Programmes". Right??

OK we understand that....

Just answer one question, and after that you can decide to either read further or utilize your time more fruitfully.


Have you ever utilized the services a management consultant, who has a global relevance and is connected to atleast a "Global Top Ten" institutions. A person who has a reasonably good global Klout????

(You can easily measure the global relevance of a person by going to www.klout.com and entering the name of the person in the top search box. You can find out my Klout by entering my full name Shyamsunder Panchavati in the search box.).

Since you have failed to utilize any of the escape routes, here is a little more about us.

We are happy to state that all the efforts put in by us in the field of education at Capacity Building & Development during the last couple of years, have borne fruit. Recognition has come to us in all the forms from various sources. Among the software giants, “CISCO India” has taken note of our quality content and are following our posts on Twitter. Many international Management Institutions and Universities are keenly following the content being developed by us. Most notable among them being the Harvard Business Review  which has invited us on their Advisory council as an advisor.  We are already on the expert panel of Mckinsey & Co. the top global management consultants.




Nice to see you being less sceptical about us,,, Thank you very much.


Now the all important statement:


We can help you to get better results for your efforts, and budgets.. Although we cannot assure you recruitment programmes from our side. we can assure you that in case we  conduct any campus recruitment drives, it will be mainly in the institutions empowered by us through FEP or NSF.


Most of the Institutions know about us and our blog,In case you don't you can visit our home page @  Capacity Building & Development and know more about us.



In order to work with us, we expect the institutions to be humble, honest, straightforward, and strictly follow the procedure laid down by us. We would like the Institutions to come out of the "Customer & Provider Syndrome" and help us restore divinity and dignity to this domain by adopting a culture of  "Knowledge seeker - Guru."  

We are perfectly alright with less number of institutions, which can trust us and respect our thinking. In view of this, we request you to refrain from the following.

Please do not ask us to;

Mail more information.

Give free presentation.  

Contact you on telephone

Please do not enrich our trash cans with unnecessary mails.


Instead, we would appreciate, if you claim your free webinar and talk to us, ask questions, and discuss one to one with Shyam. An online exclusive webinar would allow up to ten members from your institution to engage in conversation with us from their Laptops.

Claim your exclusive webinar (at a cost) Here.

View the product brochure.Here





Why do we charge for the exclusive webinar???

While we respect an organization privilege to ask questions, have discussions, and get convinced before taking a decision. We also expect the organizations to respect and value our time.

And as you already know, webinar does not impose any conditions on either of us to get into any agreements for the transfer of knowledge. Further relationship depends on the will & convenience of both the parties.

The charges for webinar ensures that only serious players avail our time, & to keep out the free riders.

Other benefits of the exclusive webinar valid till March 2013

Once you register for a webinar, you are part of our data base till March 2013, and you will enjoy the following facilities.

You will be given an email id where you can email us for any information doubts or queries.

We will give you a Skype id where you can call us and have prescheduled telephone discussions.

Once we start working together, you will be provided access to Shyam's mobile.

As a goodwill gesture, we will mail you a management article or a research report for which we have exclusive rights from one of the top five global B-Schools in the world. These articles are usually made available on payment or subscription.

We are eagerly waiting to interact with you, get ideas and enrich ourselves.



Important:
Do not search for the cost of the programme.It is not mentioned anywhere.Cost is a variable and will be intimated to you at the webinar.

Meet you at the webinar,

Best wishes,

Shyam


Corporate & Employers, Please read this...


Incisive Incubators for nurturing management talent 02-22







NSF webinar 02-21

Back to the Article

Claim your webinar 02-14




Claim your webinar

What is a webinar???

Webinar is an online interactive platform where we can interact through audio and video formats. We are using Google+ Hangouts for conducting this webinar. Up to ten people from the institution can participate simultaniously by logging in from their systems.

Each webinar is exclusive to just one institution.
Procedure:

  1. Create a Google+ Account: All the  members participating in the webinar need to create a Google + account.
Google + account can be created from your Gmail account. Log into your Gmail account. On the top dash board bar on your left, you have “+ you “icon, click it to create your Google+ account. After creating the account, write my full name Shyamsunder Panchavati in the top search bar and click  the tab ”Follow” or "Add to Circles" , with this you will be following me.

      
 2. We  will create circle for you which will ensure that only your institution can participate in the discussion.. Please login ten minutes before the scheduled time into your Google+ account and wait. You will get a prompt to join the Hangout. Click the Green button and you become part of the audience. 

Costs and Payment mode




Cost of the Webinar  The cost of the webinar is Rs. 5,000. (Rs. Five Thousand Only) Or 115 USD (one Hundred & Fifty US dollars)

International institution can make the payment by PayPal  or credit card HERE

 Institutions in India can transfer the funds to account as per the Bank particulars below
.

Bank Particulars

   Please transfer the funds to


Shyamsunder Panchavati


SB Account No. 427010100331067 


Axis Bank LTD


Dr. A.S.Rao Nagar Branch


Hyderabad.
                                    

After making the payment submit the form   Here                                    View the Brochure


Back to the Article


Brochure II 02-21

Next Step Forward
Everyone understands the problem.........

The GAP between the expectations of the Industry


&


The delivery level of the Academy.


 The Academy has the will to raise to the standards of imparting to Industrial requirements. However they have constraints.

They are fettered by the constraints

1.Imposed by the curriculum.

And why not???

The percentages are linked to it, and percentages still play a huge role in the employability of the candidates.

2. Imposed by the constantly changing employability criteria of the industry.

Thanks to the recession and ever increasing optimization standards imposed by it, The industry is insisting on "Ready to deliver" candidates. They need candidates who can think in global perspective and implement it in relation to the local needs & environment.

The Gen "Y" needs to be quick adopter, and needs to be an important part of the succession management.
Next Step Forward looks beyond the employment of the candidate. It factors the sustainability & growth aspects for the candidates.

We know that

The programme while imparting interview skills also familiarizes the students with global management trends
and imparts the basic knowledge about the Lean Management Systems, Balance Score Card,Important aspects of TPS (Toyota Management system}like

Muda, Mura, Muri


Jidoka, Nemawashi, and Poka Yoke.

These form very important aspects of Strategic Planning & Operation. This programme will help them seamlessly dissolve in to the system of the organization and contribute to its success and growth from day one.

Last but not the least, This programs also strengthens the hands of TPO of the Institution. The TPO is in a position to offer something extra and unique to the prospective employer.It also give increase confidence to the TPO to approach top tier organization, ensuring a higher package to the candidates  Once we train the candidates, we also allow you to use our name and exclusiveness of our training methodology, plus we will also issue a testimonial.stating that the students have undergone the incubation process under our expert guidance and are ready to shoulder responsibilities.


We will also affirmatively answer any verification communication from the prospective employers.


It will be a Five day programme at the Institution,consisting of approximately eight to ten modules (depending institutional need) followed by four three session once weekly through virtual imparting (online).The dates and timings will be decided during the training as per mutual convenience.

For more details on this please Claim Your Webinar Here



Back to the Article



NSF Brochure 02-21

Next Step Forward


The students coming out of the educational institutions are raw..........


They need a good helping of 
Interview skills to get through
the tough challenge of  
recruitment process





They also need the direction to
to optimize their energies for the right task

Imparting direction in their 
Sprint to Success


Students also need empowerment and the enrichment to use the
opportunity as a springboard
to jump to the next level


And more than all these,

 what they need is the 

NEXT STEP FORWARD (NSF) programme from

Capacity Building & Development

Which gives the students all of the above and much more.


Learn more about the programme

Wednesday, February 15, 2012

cc payment 02-15

Use Credit Card

FEP Brochure III 02-15









Faculty is the Power House of knowledge

Faculty empowerment programme empowers the Power House


Teaching someone the skill is not the same as motivating them to use it.



Understanding can be ascertained only when the students apply it in the real world experiences.That is necessarily different from the experience created when delivering the concept.


In Education,Change is the only constant....


Capacity Building & Development (CBD) have developed a programme.that could make the imparting an enjoyable & meaningful experience for the faculty, and enhanced learning and enriching experience for the students.




The Pedagogy Process


We recreate a platform of transference with multiple sets of  intelligence that
seem to be far more effective in reaching across to the learner. 


The Intelligences are


Linguistic Intelligence (word smart)

Logical mathematical Intelligence (number/reasoning smart

Spatial Intelligence (Picture Smart)

Body Kinesthetic Intelligence (body smart)

Interpersonal Intelligence (people smart )

Intrapersonal Intelligence (Self Smart)

Naturalistic Intelligence (nature smart)


For these Intelligences to work properly and work in tandem, the most important prerequisite is self confidence. Self confidence comes from the knowledge about the latest trends in management, latest research, case studies,and the in depth knowledge of the basics. We will ensure that the faculty is constantly updated with the latest research work at the leading B-Schools and the industry.

We will also update the faculty and students with the latest interactions of the elite industrialists in the social media,including speech texts, video interviews others.


More at the webinar......


Please come prepared with your questions at the webinar......


































Page No: 2 1

FEP Brochure II 02-15



Now....
The faculty is the factor

Changing priorities have now changed the scenario....
Empowered faculty is the most important tool for growth
Discerning parents critically analyse the faculty and their 
empowerment.

FEP Brochure I 02-15

Then Infrastructure was the epitome




Once upon a time the students and the parents were carried away by the the huge infrastructure and beautiful landscaping.

And Now......

Tuesday, February 14, 2012

Academic Institutions…., Get global branding and stay ahead of competition.





Management Institutions can now leverage our global branding to beat the established management & technical institutions, in quality of admissions and revenue.

Branding is not democracy where everyone can claim equality status.It is an exclusive domain driven by extraordinary people with high-end deliverable attributes. Branding creates a indelible insignia,which is visible and recognizable. The sheer force of its recall ability draws people towards it.

There are many management institutions in India who despite being honest and despite spending a huge amount on content and imparting, are finding it difficult to get sufficient student admissions and ROI. While some other institutions, just because they are either backed by well known brands or are able to tie up some brands are able to attract good student admissions and manage better ROI. What needs to be done to elevate the caliber of the students can only be done by the existing faculty of the institutions. A one day lecture by a management guru is not going to elevate the standards of the students.The quality of the fruits depends on the amount and quality of nurturing you do from the root level. And that is the basis from where our programmes start.We plan to work on the Faculty Empowerment Programme in a  consistent and persistent method through personal interactions, through webinars, through knowledge enrichment programmes. What ever is the latest in the industry will come to the faculty. We will also constantly evaluate their imbibing strengths, and customize the imparting as per the reception and absorption.

Branding & Positioning


A branding and correct positioning make the corporates and other employers look at you for recruitment possibilities.

Good and honest Institutions losing out to mediocre institutions because of lack of branding is an unfortunate situation. We would like to offer them our global branding advantage, so that they can operate in a level playing field situation in relation to the better branded institutions.

We are happy to state that all the efforts put in by us in the field of education at Capacity Building & Development during the last couple of years, have borne fruit. Recognition has come to us in all the forms from various sources. Among the software giants, “CISCO India” has taken note of our quality content and are following our posts on Twitter. Many international Management Institutions and Universities are keenly following the content being developed by us. Most notable among them being the Harvard Business Review  which has invited us on their Advisory council as an advisor.  We are already on the expert panel of Mckinsey & Co. the top global management consultants.

Armed with these accolades and recognition, we have decided to empower and enrich the management institutions in the quality of their course content and imparting standards. 

What has made the above giants notice us is now available to the academic institutions desirous of raising the bar in terms of content, imparting, and student caliber. The focus of the effort is to help the institutions to reduce the gap between Industry requirement and the Institutional output.

In order to work with us, we expect the institutions to be humble, honest, straightforward, and strictly follow the procedure laid down by us. We would like the Institutions to come out of the "Customer & Provider Syndrome" and help us restore divinity and dignity to this domain by adopting a culture of  "Knowledge seeker - Guru."  

We are perfectly alright with less number of institutions, which can trust us and respect our thinking. In view of this, we request you to refrain from the following.

Please do not ask us to;

Mail more information.

Give free presentation.  

Contact you on telephone

Please do not enrich our trash cans with unnecessary mails.


Instead, we would appreciate, if you claim your free webinar and talk to us, ask questions, and discuss one to one with Shyam. An online exclusive webinar would allow up to ten members from your institution to engage in conversation with us from their Laptops.


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How do we empower the faculty???

Faculties at the institutions are generally the people who have done their Post Graduation or PhD with good academics. However their knowledge about the methods and processes of pedagogy, the intelligences, the metacognition procedures are insufficient to handle students at undergraduate or postgraduate levels. Good subject knowledge alone doesn’t result in good imparting. Optimization in reception, imbibing and recall depend on various other factors.

Shyam who has visited number of leading educational institutions and universities, and interacted with the teacher & taught has worked on this subject and developed tools that would help in more meaningful imparting by the faculty.


How do we help you get better branding???

When we adopt your institution for brand elevation programme, we allow you to use our name in your advertisement for admission or employment. We also allow you to use the link to the page where your achievements are discussed and appreciated. We  will also mention your institution in the list of the institutions adopted by us. We continuously track the progress and discuss it in the articles published by us. The institutions that top in progress and transition become case studies for discussions internationally. Because ultimately it is your growth that gives success and success is generally shared with everyone. Considering the fact that our various blogs at CBD and third party blogs record millions views, the exposure and brand awareness generated is also relatively high. The institutions that follow our regimen of imparting will experience continuous growth in their brand equity. Good brand equity ensures relatively better paid jobs for the students.

The course content for the teachers and students is highly customized and will be finalized after the review and evaluation of their needs & standards.

Geographic Spread;

This programme has global application, and hence it is not restricted by geographic constraints. If the institutions can afford the transport and hospitality for our team, we do not mind spending a few hours in travelling. No region gets a preference or neglect. It is purely mutual acceptance
& trust by us and institution that decides everything.

The procedure

Interested institutions will have to claim their exclusive webinar as per the procedure.
Up to ten people can log into the webinar from the concerned institution. After the introduction and presentation by us, the participants will be allowed to ask questions, clarify doubts, or they can also ask for a repeat of the parts of the presentation.

Once the institutions are convinced, Shyam will travel to the institution and conduct a two day programme. On the first day, A three hour interactive imparting session for the faculty on pedagogy will be conducted. The afternoon session will consist of public speaking by the faculty and debate on the any chosen topic. This will be followed by analysis of the imparting on all parameters.

On day two Shyam will voluntarily conduct a free three hour session for the students on Entrepreneurial Leadership. Institutions will not be charged for this.

The cost for this programme will informed to the institutions during the webinar.

Once we complete this, we will sit with the management assess their needs and work out short and long term plans. Depending on the plan the costs will be worked out.

As we discuss with the institutions, ideas will evolve, and so also the programme.

Why do we charge for the exclusive webinar???

While we respect an organization privilege to ask questions, have discussions, and get convinced before taking a decision. We also expect the organizations to respect and value our time.

And as you already know, webinar does not impose any conditions on either of us to get into any agreements for the transfer of knowledge. Further relationship depends on the will & convenience of both the parties.

The charges for webinar ensures that only serious players avail our time, & to keep out the free riders.

Other benefits of the exclusive webinar valid till March 2013

Once you register for a webinar, you are part of our data base till March 2013, and you will enjoy the following facilities.

You will be given an email id where you can email us for any information doubts or queries.

We will give you a Skype id where you can call us and have prescheduled telephone discussions.

Once we start working together, you will be provided access to Shyam's mobile.

As a goodwill gesture, we will mail you a management article for which we have exclusive rights from one of the top five global B-Schools in the world. These articles are usually made available on payment or subscription.

We are eagerly waiting to interact with you, get ideas and enrich ourselves.


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Best wishes,

Shyam

Note:
1.Most of you know about me , my Articles, Achievements, Honours, Rewards & Recognitions. For those who don’t, Please view the home of  Capacity Building & Development



2.A person's international worth is like sensex on BSE. It keeps changing everyday. You can see my international worth by going to www.klout.com and in the search box at the top type my full name Shyamsunder Panchavati .You will get my latest global worth. Then you type the name of the person you think to be management guru and see his global worth.Like this you can compare individual's worth before working with them.Similarly you can also type my name on Google and know more about my work.

Please also read,

Corporates, Employers please help us create


Incisive Incubators for nurturing management talent




Corporates and employers, please help us create Incisive Incubators for nurturing talent to take over responsibilities raise the bar and set new horizons of growth and prosperity.

The quality of curriculum and imparting is a frequently bemoaned subject. So also is the gulf between standards required by the industry and the standards delivered by the academia. Industry has to absorb huge losses in terms of money and time spent in gestation period that is spent in training the new entrants.

Don’t you think, we should come out of all these, and treat time and investment with more respect????