A large construction company in the Middle East merged with global leader in the market two years ago. Company induction days were run within weeks of the merger allowing employees the opportunity to meet the international leaders and to discover the new culture of the company. A few months later they were participating in Company values days and experiencing firsthand what it meant to deliver value to its customers and shareholders.

 Today the market is fiercely competitive, there is over demand for the product causing a price war among the 20+ competitors. It is crucial that the company uniquely differentiate themselves. One of the key advantages they have over their competitors is their global strength. To leverage their position every employee from plant operator, sales manager to delivery driver must exhibit the qualities of a global player.

Capacity2learn will support the company in Pakistan to achieve the next step change; by 2012 every employee will exhibit the traits of an International Organisation in all aspects of the business operation.

Client visit to an historic mosque in Lahore, Pakistan

1.Cold, hard facts. Use evidence to show that change is necessary and possible. Get your facts from multiple sources and be diligent about details; even a small error can discredit your case for change.

2.Counter-arguments. Know what your opponents are saying and be prepared to acknowledge their concerns and offer a compelling argument for your case.

3.Big picture. In the short term, change is uncomfortable. Look at the big picture and explain why the change is the right move for the long term.

4.Repetition and pressure. Stay on message, repeat your best arguments, and apply the necessary pressure to turn the change-averse around.

Today’s Management Tip was adapted from “Four Tools For Defeating Harvard Business Review

1. Identify development areas. There may only be a few and you may need to work hard to identify and articulate them, but help your star understand what she can get better at.
2. Show your appreciation. Failing to say thank you is a simple and common mistake. Your stars need feedback and praise just as much as everyone else.
3. Give feedback often. Don’t wait for review time. High performers thrive off feedback and it’s your job to give it frequently.

Today’s Management Tip was adapted from “Giving a High Performer Productive Feedback” by Amy Gallo.  Harvard Business Review