SAP LAB’s Social Sabbatical Program – Unique way to Leadership Development

Recently according to a survey, it was identified that 84 percent of GEN Y care about making a positive difference in the world than workplace recognition.

This indicates that it’s time to fundamentally rethink the established approach to talent strategies. Organizations are dedicating considerable resources to promote employees to undertake paid social sabbaticals

Looking at this, SAP started Social Sabbatical program, which sends high-performing employees into emerging economies such as South Africa, India, Brazil, and China. During these assignments, employees support entrepreneurs, NGOs, and government agencies, with the aim of positively impacting the regions economically and socially; they also gain a better understanding of how to effectively operate in these geographies. Employees leave the daily routine of their jobs to spend a month with a host client.

In India, 21 employees from SAP labs deployed themselves with nonprofits across Northeast States. Some employees imparted corporate skills that helped villages create a comprehensive education programme, make optimum use of natural resources for fishery and animal husbandry and sustain traditional weaving. Others provided need based skills like project, legal and people management.

SAP Labs offers sabbaticals from 3 months to two years. Employees who have been continuously employed at SAP Labs for five years can opt for sabbaticals.

Infosys employees volunteer with charitable, governmental or para-governmental organisations in public interest areas. Employees are eligible for a fellowship from the company based on their role, and they get time off from their normal work schedule for a minimum of six months and a maximum of one year.

Infosys’ Community Empathy Policy allows employees to be involved in community development projects while receiving monetary support. They can come back to normal work schedules after completing projects of upto a year.

These community-based initiatives equip employees with unique leadership development opportunities and encourages experiential learning which infuses future executives with the type of creativity they need to problem-solve in an entrepreneurial setting.

Advertisements

IN-HOUSE INCUBATION CENTER- An Unique Employee Engagement Tool by SimpliLearn.com

Simplilearn.com, an e-commerce company which provides professional certification opportunities has an attrition rate of 18%. It had witnessed that 15% of the employees use to quit Simplilearn to start their own venture but rarely could they be successful in their ventures. Hence the organisation came up with an idea of setting up an incubation center, where the employees with an entrepreneurial spirit will get an opportunity on work on their idea and at the same time get mentored within the organisation. Every year during February and August, four ideas will be screened, selected and converted into product or service within 90 days. Simplilearn will invest up to Rs.30 lacs into each team to execute and transform the idea into reality.

Organisation such as Google has a best practice allowing their employees to work 20% of their time on the project of their choice. In fact Gmail and Google News is an outcome of such best practice.

Video Game – A new mode of improving interpersonal skills of leaders

 

r214

 

For any leader, the biggest challenge is to motivate the team and get the job done at the best performance level. This is possible only by the level of interpersonal skills that the leaders possess within themselves. Global talent management consultancy, Development Dimensions International (DDI) has identified this key way of managing people and has come out with an animated leadership Video Game called “Zapp! Zone: Jane’s Dilemma”. The objective of this game is to engage the leaders in learning the required interpersonal skills and drive a behavioral change in a funny and interactive manner.

This game helps the leaders to practice and improve their use of vital interpersonal skills which are called Key Principals but in an animated video format. The vital skills found by DDI research team are esteem, empathy, involvement, sharing and support which are the central behavior that makes any leader successful in driving a high performance team.

Here the leader who is the prime leaner assumes the role of an animated character called Jane who has his team comprising of different personality types based on which various use of internal personal skills needs to be implemented. Jane interacts with the team members using the key principles based on various responses given by them. The leaders are continuously monitored along all the five levels by a progress meter. Overall the leaders are made an expert using situational conditions with appropriate usage of interpersonal skills.

“SELF FORMED TEAM – SFT” and “SELF MANAGED TEAM- SMT” –Unique Employee Engagement Practice

SELF MANAGED TEAM – Here Teams work without supervision. This is also called also called supervision-less system. It sounds surprising but it’s a fact.

RPG Group (Ceat/ Spencers) has come out with this concept. This concept was started by P&G, followed by DuPont and a few other organizations. Here they are trained and empowered to plan, review the gaps, brainstorms among them to identify the reason for gaps, take work place decisions & execute their day to day operations. This enables them to come out with the best possible ways to execute tasks. The accountability & responsibility of accomplishment of the tasks complete rests on the team members.

This practice was initiated at the CEAT Plant at Halol(Gujrat). It resulted in higher productivity & harmony among the employees.

SELF FORMED TEAM – Here a group of employees voluntarily comes ahead and forms a team for performing an activity/task. Here the employees have the freedom to form groups based on common interests. Facilitating such group formation increases social bonding and higher level of employee engagement.

Corporate Initiatives to form Self Formed Teams

MARICO

Community development teams are there to generate awareness on safety, working mothers groups, and a self-formed cricket team. In fact a group of employees came together to modify a junkyard in the office premises and convert it into a sports arena

SEIMENS

Several groups has been facilitated here where in employee come together to discuss/ brainstorm about various issues health & safety, employee facilities like transportation, canteen  & come out with better innovative solutions.

In fact a team has started Yoga Class where the objective is not only about the health but also a platform for cross functional employees meet aiming better collaboration at work.

Edelweiss Financial Services

Groups such as adventure club, running club and photography club has been initiated by the HR team where like-minded people can come together and engage in their hobbies and interests. The social networking site of the organization called PING also enables people with similar interests to come together, share and learn.

HCL TECHNOLOGIES

There are five councils: Community Service, Grey Cells – deals with quizzing and other intellectual interests), Sports, Personal Talent and Wellness.

HCL also has Interest Clubs, which are primarily online platforms for the employees with common interest to connect. There are eight such clubs: Clic – The Photography Club, The Foodies Club, The Pet Club, The Toastmasters Club, Library On Demand, HCL Record breakers, The Polyglots corner and Bikers’ Club. These clubs use the company’s internal social networking platform ‘MEME’ to bring together like-minded people who wish to share tips, pictures, and knowledge.

self-managed-team

Self managed team

Standard Chartered Bank

This bank has a recreation club which organizes indoor game tournaments during the monsoon as well as hockey, cricket and football tournaments.

Nielsen

Nielsen has various clubs include Hit F5 (employee fun club), wellness club, dance club, and a soon-to-be-launched cooking club

DELL

Dell has a number of interest groups that are formed and run by the employee: the runners group, photography club, quizzing club, toastmasters club, cricket club and cycling club.

PHILIPS

At Philips, the largest self-formed group is called JOSH: it drives small fun-at-work initiatives like quizzes. Employees have also formed interest groups like photographers club, trekking group, etc.

BENEFITS OF SELF FORMED TEAMS

  • These groups gets employees to come out from the shell and have fun, create positive work environment which reflects a better engaged workforce.
  • It helps an organization to motivate employees without any huge investment
  • This enables employees to connect and establish strong social bonds with colleagues and develop team spirit.
  • The employees use such opportunity to express themselves, learn & exchange knowledge freely. The outcome is more connected, content & productive.
  • These initiatives keep the employee morale high & make them passionate about their work.
  • This encourages employees to break the monotony of work too.
  • Finally this results in higher level of employee engagement

LEADERSHIP MANUFACTURING UNITS – how leaders are made in today’s corporate world!

TATA group

TATA group emphasizes on in-house Leadership Development Programmes.

 Tata Leadership Seminars (TLS)

  • —Tata Group Strategic Leadership Seminar (TGSLS) – MDs, the CEOs, COOs and those with a potential to assume such roles in the Immediate / near future.
  • —Tata Group Executive Leadership Seminar – Senior management professionals, functional heads.
  • —Tata Group Emerging Leaders Seminar (TGeLS) – This is for high potential emerging leaders from middle levels of management ideally in the age group of 30 to 40

McDonald’s

McD Mentoring– Every learner is assigned a coach at every step of development.

  • —Develop the employee skills
  • —Build their confidence and competence
  • —Career guidance for crew and managers
  • —Succession planning

McDonald’s Leadership Institute

  • —It develops critical leadership skills needed to address both long- and short-term business challenges.
  • —“Individual development plans,, map out leadership training in support of one’s performance and career goals.”
  • —Accelerated Leadership Development Programs – for high-potential directors and officers

Restaurant leadership training programme For Restaurant General managers

  • —Five-day programme from Hamburger University. Career guidance for crew and managers
  • —To apply leadership behaviors, lead their restaurant, and develop their department managers.

INFOSYS

Infosys Leadership Institute

  • —It nurtures leaders and advances the field of leadership development. ILI works toward ensuring that Infosys has appropriate leaders to take on senior leadership positions as and when they arise
  • ILI ensures that Infosys has a pool of successful and ready leaders to build tomorrow’s enterprise.

 Areas Focused :

  • —Strategic Leadership
  • —Change/ Adversity Leadership
  • —Operational Leadership
  • —Talent Leadership
  • —Relationship/ Networking Leadership
  • —Content Leadership
  • —Entrepreneurial Leadership

STAR BUCKS

Starbucks Leadership Lab

  • Impart leadership training, with a a problem-solving framework.
  • Demonstrations of new product, blend development, and customer service.
  • But what makes the Leadership Lab different than a typical corporate trade show is the production surrounding all of this. The lights, the music, and the dramatic big screens all help Starbucks marinate its store managers in its brand and culture. It’s theater–a concept that Starbucks itself is built

The Best companies for grooming leaders

  • IBM – The New York-headquartered technology company sends SWAT teams to coach their local staff.
  • General Mills – Fortune 500 company- primarily deals with food products – such as Pillsbury – over 90 per cent of management promotions are internal.
  • Procter & Gamble– Every chief executive at P&G started at the entry level in the company.
  • Aditya Birla Group – operates in over 33 countries, honours its employees who teach skills to villagers
  • Colgate-Palmolive – has a 7 -day Colgate Leadership Challenge in which junior employees work on a team business project, are taken through presentations by senior leaders, and do charity work.
  • Hindustan Unilever – sends young managers to live in Indian villages so that they can understand the needs of rural consumers.
  • ICICI Bank – assigns talent scouts to identify promising employees.
  • McDonald’s – has an officer development programme to train talent in finance, human resources and marketing
  • Whirlpool – has a set of senior executives who serve as “innovation mentors” who are tasked with evaluating business ideas.
  • PepsiCo – works on 10-year growth plans for individuals who the company believes have the potential climb high on the corporate ladder.
  • Bharti Airtel– The company has a reverse mentoring programme, in which junior employees tutor senior staff about new technology