Skip to content

Creating Flow

The Freedom To Be

Tag Archives: growth

Flow Consulting in collaboration with Bombay Connect

Presents 

    FLOW Organization Management Coaching 

 August 20th to 31st , 2012 Mumbai

FLOW Organization Management Coaching is a coaching clinic for the leadership of an organization. It invites organizational leaders, owners, founders, entrepreneurs along with their key team members for addressing current organizational challenges and to move the organization to the next level of strategic growth. Leaders are also welcome to participate as individuals, if they wish.      

Objectives

* Identifying the key organizational challenges and relating them to leadership, culture and organization structure.

* Generating insights on leadership, teamwork, decision-making, culture, ownership, role-clarity, empowerment, policy implementation, accountability and effective performance management

* Devising a course of action to move the organization to the next stage of growth

Logistics

Dates: 20th to 31st  August 2012

Coaching Session Timings:  Morning   – 10.00 am to 1.00 pm

Afternoon –  3.00 pm to 6.00 pm

 Time: Book session date and time by prior appointment.

Venue: Bombay Connect, 4th Floor, Candelar Bldg, 26 St. John Baptist Road, Near Mount Mary Steps, Bandra (W), Mumbai

Cost: Rs. 1,500/- per session

Registration: Write to bombay.connect@unltdindia.org or Call 022 32220475 / 9004256464

Next Step

In order to take the organizational coaching to the next level there is an option of continuing the coaching for the next three months, by choosing specific organizational project to work upon for tangible results. Some examples could be:

* Hand holding a start-up from initiation to product / service validation stage

* Moving from being a founder driven to professionally managed organization

* Creating alignment and trust among senior leaders for meeting organizational goals

* Re-structuring the organisation, with a focus on role-clarity and accountability.

Testimonials

 “MOS came across FLOW by chance and until then, we had not even thought about engaging a professional to help achieve certain goals. MOS is run single handedly with a core team that came together from different walks of life and groomed to work in a certain way. With the rapid progress that we experienced, newer talent was hired and it became evidently important to transition from a ‘one man show’ to a ‘professionally run’ set-up. Flow was consulted with solely this challenge in mind – to make the core team and the new professional blood work cohesively and each independently bringing their strengths to the fore and using their own emotions and thought processes rather than blindly clutching for support.

Flow infused freshness and empowerment in the organization that is visible even months later. The changes have trickled in a ‘top-down’ manner and what Flow has accomplished is a start of much needed efforts to enrich interpersonal rapport, understand accountability and decrease stress levels. Further, Flow has also conducted individual leadership coaching for a few key profiles. The health of an organization is completely dependent on the people and with Flow’s help, we now have awakened minds. A Flow ‘health-check’ is recommended to jump start organizations to move forward in the right direction.”

Mehul Desai, Founder and Chairman, Mail Order Solutions (India) Pvt. Ltd.

A major concern, recently, was the general feeling that many of those who had joined the staff in recent years were not in tune with the philosophy of the founders and the commitment and team spirit that had existed earlier was diminished as a result. A fortuitous meeting with FLOW through the Bombay Connect lead us to believe we had found the kind of facilitators we could trust implicitly to achieve our goals. While our project is still a work in progress, Flow has already helped us to reassess roles within the top administration, to establish clear lines of open communication and delineate individual roles. Individual and group meetings with staff members across all centres and discipline have given a clearer idea of areas of staff interaction and roles definition in the secondary layer of administration that need to be addressed.

Most importantly, the group sessions encouraged staff to voice their concerns and set the stage for more healthy discussions to sort out individual differences that now take place regularly, as individuals look within to re-evaluate their personal aspirations and understand better our organizational goals. We already see this new atmosphere of openness leading to better participation by staff members in group activities and organizational tasks even at this early stage, and look forward to continuing to work with Flow in the areas of strategic planning and organizational development to fulfill, re-energize and restructure our organization to meet the ever-changing aspirations of our stakeholders.”

Kate Currawalla, President, Maharashtra Dyslexia Association

Being a start-up we were looking for a platform where we could help each employee to identify themselves with the brand and have a sense of belonging to the brand, also since we had a mix set of people who have been part of Bennett for a long time and the once who have been hired in the recent past, the people in the team came from diverse culture and values. Our objective was to bring about cohesiveness in the team so they understand each others values, work style, and together work as a team with common objectives and values. We wanted our employees to understand who we are? Where are we heading?

FLOW first met up the Leadership of the Organisation individually and designed the workshop accordingly. It was decided that there would be a two day workshop, first for the Leadership of the Organization and we would then phase this out and have another workshop for all the employees of the Organisation. The workshop designed by Flow was exactly like the name of their Organisation. It just flowed effortlessly where people started talking without any inhibitions and various questions came up which were answered within the team by the various process owners. The second day got further intense and we were gradually getting where we wanted to be. The Team Leads started connecting to the Brand Prime Connect as the brand they come from and they belong to rather than their past associations and slowly the discussions started transforming from me , I and then to we and us and what the employee’s together want for Prime Connect and where we together want to see Prime Connect. The two days’ workshop brought about cohesiveness among the leaders and we are looking forward to extending the workshop into the second phase where each and every employee of the Organisation identifies with the Brand and works with same set of values and beliefs and Corporate Ethos.”

Mohua Banerjee, Head – Human Resources, Media Network & Distribution

“Flow Consulting gives an amazing insight into organisational development and direction. Allowing people to get a macro view of where they want to go, while addressing the micro challenges in getting there!”

Lee Bolding– Founder and Partnerships Manager, Atma

“The concept of an organization development in comparison to an individual’s growth was very enlightening. It was very interesting to understand an organization’s sustainability through the Organization Life Cycle”

Veena Shetty, Manager Training, Bayer India

Facilitator

Ajay Kalra, is a certified Organization Development  practitioner and business coach. He is passionate about enabling organisations to reach their full potential through a pragmatic balance of strategy, task and people development. Being a Chartered Accountant he brings a process oriented and structured approach to each assignment.

Having over a decade of corporate experience, he has worked both in the domain of finance and human resources at organizations like Price Waterhouse Coopers, Schindler and Edelweiss. His last corporate assignment was as COO – Human Resources at Edelweiss Capital. He is a certified Myers Briggs Type Indicator (MBTI) trainer with an expertise in using personality type theory for leadership, coaching, conflict resolution, team building, career enhancement. He has undergone sensitivity training and Organizational Development Certification Program (ODCP) conducted by the Indian Society for Applied Behaviour Sciences (ISABS). In his work as an OD practitioner he uses a variety of methodologies ranging from organizational life cycle, systemic change, process work and gestalt amongst others.

He is a visiting faculty in management schools on the subjects of change management and learning organisations. He is interested in dream interpretation and creative writing, and conducts open programs on the same when time permits. A published writer with a love for poetry, he believes change is a convergence of many forces.

www.flowconsulting.in

www.creatingflow.wordpress.com

Advertisements

Tags: , , , , ,

This is the story of three characters. Me,You and We.

The story begins with Me.

Me was born. A girl child.

Like most newborn babies Me cried when she felt hungry. Me’s parents came running to feed her. Me learnt when she needed something all she had to do was cry. And Me did. And sure enough someone came running.

As Me grew to be a toddler, she was admitted in a playschool. Me came across other Me’s. For the first time Me realized that she was not the only Me. There were others like her. Small Me boys and small Me girls. Each one crying for attention.  Me now had to compete with other Me’s.

And, boy was there competition! They called it exams. They called it sports. Someone stood first and someone stood last. Someone won and someone lost. When Me won a prize, her mother gave her an extra warm hug. Her father gave her an approving look. Her teachers patted her back.  No one paid attention to the Me’s that lost. The worst thing that could happen to a Me was losing. If a Me failed, they were called failures. It was frightening!

That’s when Me gave birth to You.

Me realized that if it had to survive and thrive in the world it had to please You. You Parents, You Teachers, You Friends, You Everybody else. Gradually she lost touch with Me. And got pre-occupied with You. She didn’t even realize when she stopped being Me.

For many years she lived as You. For You.

You did all that others told it to do. It wanted their approval, their love, their affection. It was hungry for others to like it. Could never get enough of it. You graduated with distinction, got her dream job, even had a grand marriage. You did all the right things. Like everyone else. You ran the mainstream race. Yet the more mainstream she became the more marginalized she felt. As though life from her very veins was gradually being sucked dry. She began to feel hollow. And this emptiness seeped into her life. She lost her marriage to her job. She lost her job to the economic meltdown.  And one day she realized that she had lost herself. She didn’t know any longer who she was. Or what she wanted. As she sat on a park bench, watching the children play, she reflected on her life as You. She was angry with You for ruining her life.

That’s when she re-discovered Me.

She thought she had lost Me forever. Yet it was there. Hidden somewhere in the deep recesses of her being. For the first time she spoke to Me. “What do you want?” Me did not respond. It was extremely angry. Hurt at being abandoned as a child. She realized her mistake. She knew that she didn’t have a life without Me. Me was the source of her life. She apologized to Me and they decided to become friends.

Now there was Me. An angry Me. A rebellious Me.

Wanting to make up for all those years it had lost, Me only cared for itself. Like a petulant child it wanted everything for itself. She blamed her parents, her friends and her ex-husband. For being selfish. For making her sacrifice. She believed that the world is selfish. And from now on she would be selfish too. Now she would live only for herself. She got another job. Another apartment. Another car. And indulged herself. She only had Me to please. She moved from one relationship to another. She didn’t believe in love anymore. Only loving herself. She covered herself in a hard shell of cynicism borne from her bitter experience as You.

She distanced herself from her parents and relatives. She hardly had any friends. She got into fights at work. She was angry most of the time. She knew that this was not who she was. In her fight to reclaim Me from You, she had lost out on Me.

She wondered. “How can I live as Me, in a world full of You?”

She quit her job and went on a sabbatical.

She read books. Met holy men. Visited ashrams. Attended workshops. Each had something to offer.  Yet the answer eluded her. Just when she was beginning to give up hope, something happened.

She was sitting at the seashore watching the sunset in the distance. In the fading sunlight she caught the sight of geese flying in a V. We! She had an epiphany at that moment.

We was born.

From experience. From wisdom. From lessons learnt as Me and You. We was a space where Me and You could co-exist. She could now be Me without making You a villain. We knew how to draw boundaries to protect Me. Yet engage with You. She got her answer atlast.

Without You, Me could not exist. And without Me, You had no meaning.

She got up and dusted the sand from her clothes and looked up once again. At the flying geese in the distance and wondered….

How did the geese learn to fly in a We?

Tags: , , , , , , , , , , ,

“At times you can see where the inner compass is pointing but are conditioned to turn a blind eye to it. Perhaps along with the compass you need the guts to swim against the tide, have blind faith in the compass or sheer madness!”

That was a response I got on my previous article on the ‘Inner Compasshttps://creatingflow.wordpress.com/2010/11/07/32/

It reflected most other responses. It is one thing to know and another to have the courage to do it. This then seemed like the logical exploration for this article, as the sequel to the ‘Inner Compass’.

Does change happen to us or do we create change? What is change? How do we know we are changing? When is the right time for change? What is necessary for change?

I wondered where could I find a change expert at short notice to answer my questions. I gazed at the books lying on the table next to me. One book caught my attention. ‘Conversations  With God’ by Neale Donald Walsh. The author finds his questions answered by God. Enough answers to fill three volumes. Perhaps I could invoke a God of Change and get him to answer my questions.

I close my eyes and invoke Change.

I ask my first question.

ME: How do I know that you are the God of Change, not a part of my belief or imagination?

CHANGE: Isn’t that what God is?

ME: Huh! (after a thoughtful pause) But how can I trust you to give me the right answers?

CHANGE: There are no right answers. Just as there are no wrong answers. What makes you reflect and make conscious choices is perhaps right.

ME: Hmmm…Ok. Let’s get down to business then. My first question on change is what most of my readers are asking. We often know what is best for us yet we don’t have the courage to follow it. Why?

CHANGE: Fear of the unknown. What you know is a lit circle. What you don’t know is the darkness beyond. Most people prefer to be in the comfortable warmth of the circle, even if it burns them gradually. Then there are other times that people think they know, yet they don’t really know.

ME: What do you mean ‘don’t really know’?

CHANGE: Knowing is not different from action. When one knows by putting his hand into the fire it will burn, he chooses not to do so. It does not take courage to keep his hand away from fire. It is common sense.

ME: But life situations are never so simple. There are many factors and people involved.

CHANGE: True. Yet the final choice is between what gives you life and what takes it away. Does your life situation enhance life or deplete it.

ME: Like I said, it is difficult to give a clear answer. Each situation has its pros and cons. Things are never so black and white.

CHANGE: Yet people continue to be in relationships long after they have stopped nourishing them. Both at work or home.  Often it is an unwillingness to know themselves beyond who they currently are. They hold on to old tattered clothes, rather than expose themselves and wear fresh new ones. The old identity wants to survive at all costs.

ME: But isn’t that natural? The desire to survive.

CHANGE: Isn’t it natural to die too. Nature is cyclical. One season follows another. Life follows death. And death follows life. It is ironical that more people die because of their desire to survive.

ME: Hmm…I am touched. That’s a powerful statement….

CHANGE: Be with it. What touches you can grow. It has the seed for new life to emerge. What doesn’t will eventually perish.

ME: Can I ask you a direct question?

CHANGE: Sure.

ME: When is the right time to end a relationship that is not working?

CHANGE: There is no right time, just as there is no wrong time either. Moreover, relationships never end. They continue inside you.

ME: C’mon! Don’t be vague. Give me a straight answer.

CHANGE: Okay. Tell me, what is the most important thing in a relationship?

ME: Love, commitment, trust, acceptance…

CHANGE: And what builds all of that?

ME: I guess it’s built over time. Isn’t it? (reflecting) Why don’t you tell me what is the most important thing in a relationship?

CHANGE: Honest communication. When a relationship does not allow honesty to yourself or the other, perhaps it is time to give it another form. Like energy, relationships never die. They transform.

ME: And what about work?

CHANGE: When work becomes a job. It is best to change. Work is a creative expression of who you are. Anything less than that is something you do to earn a living.

ME: Are you saying that we all quit our jobs to follow our passion! Is that practical?

CHANGE: Most of you are not educated to follow or know your true self-expression. Your education prepares you for a job not life. In your compulsion to be practical like everyone else, you give up on your true self.

ME: Is there anything such as a true self?

CHANGE: True and false are words. What is real is your experience. Examine it closely. It will speak to you. Do you look forward to work when you get up? Are your relationships nourishing you? The answers to these questions can point you in the direction of your true self.

ME: That brings us a full circle. We began with knowing what is best for us yet not having the courage to do it. So what is the solution?…wait, I almost know what you will say “There is no solution. Life is all about choices.”

CHANGE: (smiles) Yes, and each choice has a cost and a benefit. I don’t think you need me anymore.

*****

ME: Hey wait before you go! I have one last question. Who are you really?

CHANGE: I am a part of you. The part that knows. Free of fear or confusion. I exist in every person.

ME: Then why don’t you guide everyone.

CHANGE: I would. However most people don’t really ask.

ME: Ask what?

CHANGE: Questions.

*****

Tags: , , , , , , , ,

As the participants poured in and took their places, the streaming light from the large windows flooded the room, making it seem more spacious than it was. Each had their own expectations. Their own dreams. Yet for these two days, their roles as social entrepreneurs got them together. This was a leadership retreat and they had come here to learn about negotiation, delegation, time management and engaging stakeholders. At least, that is what they had planned for their training needs.

The two facilitators had a plan for the training, as well. The projector in the middle of the room was part of the plan. So was the power point they had prepared. They were confident. They had done this before. Two hours of presentation and two hours of engagement. It was a safe bet. For them, and for the participants. With the structure in place, what could go wrong?

Apart from the participants and the two facilitators, there was something else in the room. An unseen alive force. Something vibrant, yet still. It was the spirit of that room. Created out of the unconscious intermingling of the deepest desires, fears and beliefs of all those present. It was witnessing the gathering unfold. It had a life and a plan of its own.

The ‘training’ began with a question. A question each, that a member wanted to explore. That question led to more questions. Questions of all kinds. Probing, searching, looking in the deepest corners of the person. Like, a slithery snake made of questions let loose inside, looking for what was hidden, unacknowledged and unappreciated. Some questions were evaded, some were answered. It did not matter the snake had access to what was inside. It knew. Now the task was to bring the hidden to light, the results of the first exploration.

What emerged was a child and an engineer. The child was rebellious. The engineer analytical. Neither were listening or reflecting. The child wanted and the engineer rationalized. How could learning happen? It didn’t. Yet the framework was rattled. Was shaken. Learning would happen. The process had begun. The seed was sown. It would grow in its own time.

The sharing moved the spirit of the room. Other participants wanted to find the people hidden inside them. The hidden stories waiting to be told. Very soon, the projector was swept aside unused and the power-point forgotten. What really mattered now was to explore and share the unconscious spirit. Drink from the well of the unknown. A bitter portion that illuminated life.

As we explored the room was filled with more participants. Characters from within. Unseen yet very much alive in each participant.

We came across a small girl that wanted to play in the rain. Yet was afraid of getting wet.

We found a guerrilla warrior ready for the next battle. Yet not strategising enough to win the war.

We discovered another small girl that was now grown up. Yet finding it difficult to say goodbye to her old self.

We found a grass-root leader who had found his roots at a young age. Yet to develop the capacity to have difficult conversations.

And each character had a story to tell. An untold story. We narrated its story and set it free.

At the end, the participants felt lighter. The facilitators felt fulfilled. There was meaning in discovering and sharing stories. It was not part of the training plan. It was not part of the skill-list the participants had posted. Yet it was real. Healing. Self generative. Like a dip in the icy cold Ganges waters at Rishikesh. It pricks you all over. Yet invigorates your soul.

The ‘training’ that was planned for four hours extended to two days. The spirit of the room had staked its claim.

Tags: , , , , , , , ,