BUSINESS TURN ARROUND: Empirically and Experienced Base Knowledge

Vision, Strategy, Energy and Resilience, Patience, Consistency and Commitment are the keys....

But the main key to orchestrating all is leadership!

Leadership Challenges Model

Integrity and Attitude-True Story

Pelari jarak jauh yang mewakili Negara Kenya, Mutai, hanya berjarak beberapa meter dari garis finish, tetapi karena bingung dengan tanda tanda garis finish, ia berhenti. Ia berpikir bahwa ia telah menyelesaikan perlombaan itu. Atlet Spanyol, Iván Fernandez, berada tepat di belakangnya dan menyadari apa yang terjadi, dia mulai berteriak kepada pelari Kenya itu untuk terus berlari, tetapi Mutai tidak bisa berbahasa Spanyol dan tidak mengerti. Jadi orang Spanyol itu mendorongnya menuju garis kemenangan.

Seorang jurnalis bertanya kepada Iván: "Mengapa anda melakukan itu?"

Ivan menjawab: "Impian saya adalah suatu hari nanti kita hidup bersama dan memiliki moral yang baik didalam masyarakat" 

Wartawan itu bersikeras: "Tapi mengapa anda membiarkan orang Kenya itu menang?". Ivan menjawab: "Saya tidak membiarkan dia menang, memang dia akan menang". Wartawan itu bersikeras lagi: "Tapi anda bisa menang jika tidak membantunya". 

Ivan memandangnya dan menjawab: "Tapi apa manfaat dari kemenangan saya? Apa kehormatan dari medali itu? Apa yang akan ibu saya pikirkan dan katakan tentang itu kepada saya?"

NILAI-NILAI KEHIDUPAN diturunkan dari generasi ke generasi.

Nilai-nilai luhur itu penting untuk terus ditransmisikan hingga generasi nun jauh di sana. Rumah adalah the Guardian of Etics. Keluarga adalah tempat penyemaian paling baik. Ibu adalah madrasatul 'ula (Sekolah/tempat pembelajaran pertama bagi anaknya). 

Betapa hebat Ibunya yang menanamkan sportivitas hingga di posisi yang bisa saja orang lain memaklumi jika Ivan mengambil kesempatan untuk tidak memedulikan Abel. Ibulah yang menjadi alasannya untuk tetap baik.

Sebagai apresiasi atas sikap Fernandez kisah ini banyak dimuat di berbagai media. Alur kisah ini pun disadur dari berbagai media itu dengan beberapa perubahan.

Kita tentu bisa mengambil pelajaran yang berharga dari kisah tersebut. Terima kasih Ivan Fernandez Anaya. Terima kasih juga untuk Ibumu.

Sumber:

https://telisik.id/news/ivan-fernandez-sosok-malaikat-sportivitas

Transformation-Learning Curve-Value Improvement-Failure Cost

1st Business and Organization Transformation Project

Such a great memory when the 1st time involve at Transformation Program before others transformation activities in the others organization. 

Strategic Framework Alignment

How to transform the organization, face the competition in the Volatility, Uncertainty, Complexity, and Ambiguity (VUCA) world and working based on Strategic Framework to get the objectives/goals and aligning with Company/Corporate Vision and Mission.

The framework designed and created by Fahmi Gustiawan-Experience Based Knowledge

ISO 9001: 2015 vs Six Sigma vs Performance Based Organization

How ISO 9001: 2015 with Risk Based Thinking Framework align with Six Sigma and Performance Based Organization This photo slider using public album at https://www.publicalbum.org/

Performance Based Organization vs Opinion Based Organization

To create agile and value based organization, it should be running on performance based not opinion based. It will impact to positive culture and its value. Each policy, can be measure in properly manner, working with strategic thinking, thus aligning with its vision and mission, and also improve it self ....instead of opinion based policy, working with unstrategic thinking and can not aligning with its vision and mission, where there is no continuous improvement and at the end creating negative culture and its values.

The 2018 State of Leadership Development Meeting: The Transformation Imperative

Transformation requires leaders who:

• Step up early in the transformation process. 
• Inspire extraordinary levels of engagement in employees, managers, and executives. 
• Tap into the power of teamwork and collaboration. 
• Quickly build business processes and systems to create the new while maintaining the old. Drawing on these abilities, transformation leaders swiftly make sense of the changes unfolding in their environments. And they act effectively and efficiently to build an organization that will thrive in a new landscape. 

Learning and Development (L&D) play important role as a Transformation Driver-Three Areas of Focus as bellow: 

TAKE ACTION: AGILITY

• Develop a new take on teams. Assemble taskforce-like teams to focus on your organization’s “must win” challenges, such as building capability to enter a new market category or helping to rapidly integrate newly acquired companies into the culture.
• Foster new behaviors and mindsets. Develop the behaviors and mindsets essential for shaping a culture that supports your organization’s transformation program. Key to any successful transformation is an organizational culture that is change ready and collaborative and that promotes a learning mindset.
• Streamline capabilities. Looking at the strategic vision for your organization, focus on the top three to five capabilities essential for your organization’s near-term and future success, instead of using the massive, more static type of competency model that is common today. Evaluate capabilities each year and align them with new business initiatives.
• Focus on resilience. Help people throughout your organization get comfortable with the uncomfortable by fostering a culture that takes calculated risks, learns from failure, promotes learning agility, and uses data analytics to make informed decisions.

TAKE ACTION: LEARNER-DRIVEN DEVELOPMENT

• Encourage storytelling. Foster the use of storytelling as a leadership skill to help employees embrace and execute the organization’s transformation program. Make sure that in these stories, leaders provide the “why” behind the transformation.
• Use reverse mentoring. Use flipped classrooms and reverse mentoring programs to enable young leaders to mentor and coach senior executives. Provide opportunities for leaders at all levels to be seen as teachers.
• Enable experimentation. Provide programs that enable employees to explore new functions, work with different teams, and practice new skills on the job. This allows people to integrate learning with work and makes learning a continual process rather than a one-time event.
• Leverage new technology. Deploy technologies that make learning more engaging, more accessible, and more personalized. Take advantage of new tools and resources (such as virtual classrooms) that enable you to reach a critical mass of learners around a transformation under way in your organization.

TAKE ACTION: PARTNERSHIPS

• Focus development close to customers. Deliver development programs to younger, front-line leaders closest to customers and partners. They will be instrumental in executing your organization’s transformation.
• Learn from innovators. Look outside your industry to organizations that have innovative programs and approaches you can bring to your own organization.
• Foster talent mobility. Work with other parts of your business to design a facilitated talent-mobility program featuring job-to-job transitions and ongoing movement of people into new projects and assignments. Ensure that these experiences challenge employees as well as expose them to different business functions and regions.

For more detail and several cases, please read the HBR and McKinsey bellow in the pdf frame.

Source: Harvard Business Review (HBR) in Leadership Learning Insights

  Source: Mckinsey: in How do I Implement Complex Change at Scale?

Change Management Discussion

Menarik berbicara mengenai Transformasi (Change Management) beserta Conflict Resolution bersama Bupati Fak-Fak Dr. M. Uswanas, M.Si dan Prof. Dr. Gunawan Sumodiningrat M.Ec mengenai konflik di Papua; Banyak tambahan knowledge dan juga khasanah didalam Transformasi Management dan juga hal berkaitan didalamnya....

Seminar Standarisasi Proses Bank untuk Menjaga Tata Kelola yang Baik dengan Persiapan ISO 9001: 2015 untuk Peningkatan Daya Saing

Great Videos: Leadership VS Organization Transformation

Most leaders don't even know the game they are in

How To Be A Great Business Leader Part 2 Give Credit Take Blame

3 Key Leadership Mistakes During Organizational Change - Corporate Trainer Dana Brownlee

7 Strategies for Overcoming Resistance to Change

Once upon a time: Character Building Program (2009)

Desember 2009

What is our Legacy?

Great moral story...where we can turn our self around (changes) become positive and creating value for the world:

Quotes:

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Our values, our character, the grace of compassion, and that the love that flaws through us is the greatest contribution we could make to our own life, to our families, and to the world. and when we have those values, and we work and we build that foundation then we could have a wonderful, fulfilling, meaningful life...beyond birth, beyond death. We could leave that as a legacy for the world.

Vision

Sinergi Nawacita Indonesia Beri Rekomendasi ke Presiden Terkait Kabinet 2019-2024

Seperti diketahui, selama lebih dari tiga dekade pada setiap pergantian Kepala Negara peninjauan secara menyeluruh terhadap konstruksi kabinet sangat kurang mendapatkan perhatian namun lebih mengutamakan pemilihan figur calon menteri. 

Tak heran, jika peninjauan secara menyeluruh terhadap konstruksi kabinet khususnya masa bakti 2019-2024 menjadi sangat penting karena sejumlah isu kritis, khususnya bidang ekonomi akan menjadi beban berat di kabinet mendatang.

Diantaranya, tekanan berat terhadap pertumbuhan ekonomi, defisit neraca perdagangan, rendahnya sumbangan UKM terhadap total ekspor non migas hingga persoalan mengeluarkan Indonesia dari Middle Income Trap. 

“Sebagian dari persoalan diatas harus bisa diselesaikan dalam 2 tahun pertama masa bakti 2019-2024 melalui kebijakan-kebijakan yang extra ordinary dan out of the box,” kata Ketua Umum Sinergi Nawacita Indonesia (SNCI), Dr RM. Suryo Atmanto, MBA, MRE, di Jakarta, Jumat (23/8/2019). 

Ditambahkan Suryo, sebagai ilustrasi, masalah link and match yakni issue muatan akademis yang tidak sesuai dengan kebutuhan dunia kerja serta menciptakan pengangguran intelektual telah berlangsung lebih dari 30 tahun karena adanya 2 Kementerian yang berbeda yakni Kementerian Pendidikan dan Kementerian Tenaga Kerja. 

“Demikian pula dengan masalah ekspor dibanyak negara Kementerian Perdagangan dan Perindustrian telah lama disatukan menjadi Kementerian Perindustrian dan Perdagangan Internasional khususnya Jepang, Cina dan Malaysia yang dikenal dengan MITI dengan strategi utama menjadikan pasar global sebagai sasaran utama. Sementara tupoksi Kementerian Perdagangan dan Kementerian Perindustrian sangat luas sehingga penanganan ekspor menjadi tidak fokus,” terangnya.

Oleh karenanya, untuk membantu memberi masukan Presiden RI, maka dalam dua bulan terakhir Sinergi Nawacita Indonesia melakukan peninjauan secara menyeluruh terhadap postur kabinet yang tepat untuk periode 2019-2024 dengan mempertimbangkan penyelesaian cepat terhadap isu kritis sekaligus menjadikan 2019-2024 sebagai persiapan lepas landas Indonesia memasuki tahap transisi menjadi negara maju.

“Secara teknis dan komprehensif daftar lengkap Kementerian yang dilebur, dibubarkan, digabung dan dipecah yang terdiri dari 9 Kementerian baru hasil penggabungan, 20 Kementerian tanpa perubahan dan perubahan 4 Komisi Nasional Urusan Teknis yang dipisahkan,” tambahnya.

---------------------

Sumber:

Sinergi Nawacita Indonesia Beri Rekomendasi ke Presiden Terkait Kabinet 2019-2024

SNCI: ‎Wujudkan SDM Unggul dengan Temuan-Temuan yang Bisa Disenergikan Bersama Pemerintah

Sumber:

https://wartakota.tribunnews.com/SNCI

https://news.detik.com/foto-news/SNCI

Philosophy of Leadership

Great discussion quotes from this movie:

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Mandela: What is your philosophy on leadership. How do you inspire your team to do their best?

Francois: by example...I've always though to lead by examples Sir....
Mandela: But that is right that is exactly right! But how to get them to be better than they think they can be? That is very difficult I find. Inspiration, perhaps...

How do we inspire our selves to greatness when nothing less will do

How do we inspire everyone around us? I sometimes think it is by using the work of others!

Leadership: Vision-Mission-Passion

The inspirational quotes of this movie:

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1. You cannot change the direction of the wind but you can adjust your sails to always reach your destination;
2. When work, Commitment, and pleasure all become one, nothing is impossible;
3. The winds and the waves are always on the side of the ablest navigators;
4. Prosperity tries the fortunate, adversity the great;
5. Team share the burden and divide the grief:
6. Behind able man there are always other able men;
7. He has never learned to obey can not be a good commander;
8. Coming together is beginning, keeping together is progress, working together is success

Leadership Quotes