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February 24, 2021 - No Comments!

How Individual Change Readiness Enables a Smooth Transformation

When organizations undertake a transformation initiative, research shows these efforts fail 70% of the time. Transformational change requires individuals to behave differently. They should be able to accept it and be ready to surge ahead with it. You name their degree of acceptance and alignment as their Change Readiness. It is key to the success of the transformation at hand.

However, getting everyone on the same page and surge ahead with the same enthusiasm is a tough nut to crack. We are talking about people, each with their agendas, aspirations, fears, and beliefs.

This means that leaders must address how people think and act in their day-to-day work. They need to make a compelling case for change and serve as a role model who will inspire others to adopt new behaviors. Else, the change will be temporary, and the gains will fitter away quickly, leaving a sour taste in everyone’s mouth.

Not everyone receives to change the same way, so a ‘One for All’ approach will not reap results.

Therefore, the first step is to understand where on the change curve do people in your organization stand before you try to address their needs. And then follow up with an approach that works for them.

Nothing works better than looking at examples to understand something and devise strategies that work.

The most relatable situation at hand is that of organizations trying to figure out how best to respond to the changed realities post the pandemic. Both organizations and people within the organizations have reacted with anger, fear, and denial to the economic disruption and health impacts of the pandemic.

The way we work changed as everyone was asked to work from home, till we figured out a solution to this grave situation. Here are some of the responses from employees (anonymous):

"What is happening to humankind is really sad. Everything is locked down. My life is locked down. My career is locked down. God, what will I do?"

This whole pandemic is going to doom our business and cost us millions. Why didn’t we see this coming? Who are these people who spread this virus?

This lockdown is painful, and everyone wants to get back to work and earn a living, but that's the only way to control the number of casualties.

 This is what is happening, and we need to accept this reality. It is time to be proactive and respond with the right measures. We will be able to sail through if we act fast.

Take a closer look, and you will realize that each response is unique and indicates a different level of acceptance to change. Looking at these responses through the Kübler-Ross Change model lens can help us empathize and strategize our approach to such scenarios.

 

Kübler-Ross Change Model

 

Response Stage 1: As people are in a state of shock and denial, they will resist accepting facts at face value. As a leader, you need to initiate communication with your team members. To help them overcome denial, you must aim to listen to their pain points or beliefs, educate them about the changes, and be prepared to take feedback on possible strategies to deal with the situation at hand.

Response Stage 2: At this stage, there is still anger and fear, so you must give time and space. Watch them closely, listen to their concerns and build the support necessary to help them overcome their fears and calm their anger towards the unprecedented situation.

Response Stage 4: As people commit to rebuilding and recouping by putting their weight behind change initiatives, a pat on the back, appreciation, and even rewards go a long way in pushing their motivation levels up. Celebrate their effort, will, and outcomes. Ensure all policies, procedures, and general structure mirror the new changes and they’re adhered to. Continuously demand high standards and reward new behaviors. Look forward, not back.

Remember, as digital transformation initiatives are implemented, individuals go through change at scale- individually and collectively. A leader must understand that people do not go through a change in a linear, step-by-step fashion. They tend to move through the stages in random order and may sometimes even lapse to a previous stage after a certain point in time. Therefore, it is vital that the right strategies are tailored to meet individuals' needs as they cope with the changes necessary for a successful transformation effort.

People are learning to cope with something as tricky as a global pandemic with help from their community and governments. Coping with a digital transformation might be comparatively manageable if you have a strategy to help them cruise through the change curve strategically. Don't you think?

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

February 15, 2021 - No Comments!

Ways to see through a successful digital transformation

"The only constant in life is change."

- Heraclitus

Digital transformation image

This is a quote we've all grown up listening to, and yet we don't always manage to respond to it positively or proactively. We are who we are as a race, thanks to this constant change and our transformation in response. The inability to change, progress, or grow can result in stagnation.  If we were to sit with our hands crossed and do nothing about it, change has the capability of rendering us redundant.

"When the rate of change on the outside exceeds the rate of change on the inside, the end is near."

These words of wisdom of Jack Welch became the reality of more than 52% of the Fortune 500 companies that ceased to exist due to digital disruption since 2000.

Even before a pandemic, organization leaders ranked digital disruption as their top business priority for 2020. And as we enter 2021, COVID-19 has escalated digital initiatives into digital imperatives, creating an urgent need to rethink strategy, leadership capabilities, and culture.

So, what is Digital? Is it a social media presence? Or mobile technology?

Digital is not a thing. It is a foundational change in how an organization delivers value to its customers.

It is a way of using technology to achieve three objectives:

  • Create exceptional customer experiences
  • Make internal processes agile
  • Unlock new business value

To understand precisely What is Digital? How is it disrupting every industry? And how can you leverage technology to create exceptional customer experiences, make internal processes agile and unlock new business value? Watch this video where Rajiv Jayaraman, Founder & CEO, KNOLSKAPE, explains these concepts and more

 

How is Digital transforming our reality?

Technology is blurring the boundaries between physical and digital, between organizations, between the Now and the Next quite rapidly. So much so that we see entire industries being disrupted within months rather than years. And it is this phenomenon that Rajiv Jayaraman refers to as the Digital BLUR in his book, Clearing the Digital BLUR™.

BLUR stands for:

Boundaryless Organization – today organizations operate more like organisms in boundaryless ecosystems.

Limitless Digitization - everything is beginning to have a parallel existence in the cloud.

Unbounded innovation – as customer experience becomes more important, industry boundaries become less meaningful.

Relentless Iteration – as time gets crunched. Now, new and next start to happen all at the same time.

To respond to the Digital BLUR™ phenomenon, organizations must completely rewire their strategies, how these strategies get executed, the leadership competencies, and the organization's culture.

Why do you need to respond?

Business leaders are well aware that Digital transformation not only impacts industry structures and strategic positioning, but it affects all levels of an organization (every task, activity, process) and even its extended supply chain. They must ensure that they leverage this change to unlock productivity gains and significant competitive advantage while delivering exceptional customer experience. And with this in mind, a lot of digital transformation initiatives are being led and funded.

However, these digital transformation initiatives have not been easy to realize. According to the McKinsey research on digital transformation efforts, only 30% of Digital Transformations are successful.

Why do Digital transformation initiatives fail?

We must try to understand the reason behind the failure of these initiatives.

These initiatives are certainly not bad ideas. The problem is that they are badly championed.

Let's take the example of Ford motor company. In an attempt for digital transformation, they created a new segment called Ford Smart Mobility in 2014. The goal was to build digitally-enabled cars with enhanced mobility. The issues arose when the company did not integrate the new segment into the rest of FORD. Not only was it headquartered far from the rest of the company, but it was also seen as a separate entity with no cohesion to other business units. As Ford pumped vast amounts of money into its new venture, it faced quality concerns in other areas of the company. Ford's stock price dropped considerably, and their CEO stepped down a few years later.

The lesson:

To drive a transformation of this magnitude, digital transformation needs to be integrated into the company's DNA. You need to garner the alignment and commitment of all your stakeholders. You must take a three-pronged approach involving Strategy, Culture, and Capability:

Strategy

The existing strategy must be replaced by a new one that is more closely aligned to a Digital ecosystem's opportunities and challenges. Seek answers to these critical questions:

  • What does this new direction mean for us as an organization? Where is this taking us?
  • What are our long-term prospects if we switch?
  • These answers will help you discover possibilities that can be unlocked by being Digital.
Culture

Transformations ask for shifts, and shifts need a buy-in of your people, their alignment, and commitment. Culturally, stakeholders at all levels will need to change how they think and operate to discover more possibilities that can be unlocked by being Digital. And this is only possible when you:

  • Create an Awareness of the need for change
  • Generate a Desire to support the change
  • Share the Knowledge of how to change
  • Develop an Ability to demonstrate skills & behaviors
  • Invest in Reinforcement to make change stick.

 

Capability

As digital reshapes strategy, its execution requires enabling people and updating processes and technology to build new-age capabilities so that they can turn these possibilities into reality.

As a leader, you need to make significant progress on all three to be able to convince your stakeholders and propel them on the path of transformation.

In our upcoming writeups, we will cover Strategy, Culture, and Capability transformation in depth. Do look out for them!

 

digital transformation product launch knolskape banner image

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

January 19, 2021 - No Comments!

The Power Of A Compelling Vision For Your Team

Author Aditi A Kashyap

"If you want to build a ship, don't herd people together to collect wood and don't assign them tasks and work, but rather teach them to long for the endless immensity of the sea."

-, Antoine de Saint-Exupery, French writer

compelling vision for the team

As a leader, you need to actively keep your and your teams' efforts aligned to the broad organizational vision. If you don't, your team will consist of rudderless employees who don't understand where the company is going or what they are trying to achieve. They will struggle to engage in their work, collaborate effectively across teams, and make informed decisions quickly.

When a leader has a clear foresight as to where he wants to steer his ship, the people who work for the leader are in a far more comfortable place to understand that their efforts are fruitful, and it gives them the confidence that they are heading in the right direction. According to a Harvard Business Review survey, 72% of the respondents expected their leader to be forward-looking and a visionary.

A leader with a clear vision can engage both the imagination and his people's energies. As Peter Drucker notes, "An effective leader knows that the ultimate task of leadership is to create human energies and human vision." Tying the vision to what the organization and its people value most helps garner everyone’s commitment to realizing it.

Here's why a leader needs to create a compelling vision statement and follow through with it.

  1. Gives the team direction
  2. Motivates the team members
  3. Allows better planning and execution
  4. Helps track progress

 

  1. Gives the team direction – The team always looks up to their leader for direction and guidance. You need to continually reiterate the vision and align individual goals to ensure that all energies are unified in the same direction. Every strategy you devise and every task you undertake has a purpose. Aligning each activity's very purpose to the larger organizational vision makes it meaningful and helps realize it.
  2. Motivates the team members – Well-aligned and clear goals motivate team members to deliver better, especially when they help identify and map their individual efforts for a larger cause. Being able to see what they contribute to gives them a sense of fulfillment and pride. Creating a supportive environment by providing resources such as materials, assistance, and information can further motivate team members.
  3. Allows better planning and execution - The leader should come up with a development plan to achieve the set objectives. Before devising a plan of action on achieving the goals, leaders must evaluate each team member's skill and motivation levels. Assigning the right team members to the appropriate assignment should be a project goal for team leaders.
  4. Helps track progress - To assure the success of a project, team leaders should monitor each team member's progress and the project's overall progress. Evaluating the group's success at various stages in the project ensures the team stays on track and reaches a conclusion on time and within a budget. The goal of team leaders is to ensure the project is moving forward towards completion.

Keep in mind the following points when developing a vision statement for your team:

Make the vision statement clear and easy to understand

The vision statement should be concise and no longer than a sentence or two. It should be specific and must align with the company's long-term vision.

Bridge the present and the future

Your vision statement should provide a picture of the future. It helps describes your organization's direction or goal and the means of accomplishing it. It guides the work of the organization. The vision should be compelling enough to inspire, motivate, and engage people.

Make it ambitious

An ambitious vision statement that is not limited by current circumstances or by what is perceived as possible indicates that your organization aims high and demands high-performance standards from the team members. Use powerful words and vivid phrases to articulate the kind of team you are trying to become.

Clarify direction and purpose

Clarify the team's current state and the envisioned future state. Create systems that will enable your team to track their goals and progress. This creates a culture of accountability around the vision that has been set.

Set a standard of excellence

Reward behaviors and performance of those who are consistently meeting targets. Besides, as a leader, you need to lead by example. Emulate those behaviors that are required to drive optimal performance in the team.

 

One of your main tasks as a leader is to motivate your team members to collaborate and get things done that help achieve the overall organizational objectives. It would be best if you spent sufficient time creating a compelling vision for your team that aligns with the organization's vision to ensure that the team focuses on common goals and works together to accomplish them.

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

January 6, 2021 - No Comments!

Ways You Can Let Your Team Members Know That You Trust Them

Author Aditi A Kashyap

"Hi, I am Manoj. I recently got promoted to a managerial role owing to my high-performance last year. I have five people reporting to me. I was initially excited to lead my team, but as days pass by, a manager's role is becoming very stressful for me to handle. I often end up staying up in the wee hours of the morning, trying to finish my team members' tasks. I don't trust some of them in my team to finish this within the deadline. Moreover, I feel I am more skilled than some of them to do the tasks more efficiently. I am not sure if I am being a good leader and delegating tasks well! I am frustrated as well as confused. What do I do?"

Why trusting in your team members’ abilities is an integral part of delegation v1

Do you find yourself resonating with Manoj's situation? When you transitioned to a manager's role from an individual contributor, did you also have difficulty trusting your team members to do their jobs better to accomplish overall team goals?

As a manager, a difficult transition that you might most often face is from doing tasks individually to leading team members to accomplish their tasks. Maximizing leadership potential involves engaging people so that they contribute their best work to your shared priorities. It is important not to let the focus on execution hold you back from the big-picture work of leading. You need to understand that delegation does not mean directing people on how to do the tasks or taking tasks on yourself due to lack of time or lack of trust in your team members' abilities. Instead, it is about assigning tasks to bring out the best in the people who are doing the job.

One study found how there is a psychological bias at play when managers are delegating work to their team members:

  1. The self-enhancement effect- A manager’s tendency to evaluate a work product more highly the more involved he/she is in its production
  2. The faith in supervision effect- The tendency to think work performed under the control of a supervisor is better than work performed without as much supervision

As a manager, it’s essential to be mindful of these biases, which could be at play when delegating tasks.

Ernest Hemingway said, “You know what is the best way to find out if you can trust somebody? To trust them”. Like Manoj, if you find yourself being less trustful in your team members’ abilities to do their tasks well, you are indirectly killing their enthusiasm to do what they are good at. The first and foremost step in delegation is trusting and inspiring others, not underestimating their qualities and instead focusing on their positive attributes to accomplish tasks.

Here are some surefire ways you can let your team members know that you trust them

  1. Delegate tedious tasks: These are mindless tasks that require little skill and can be easily delegated. Tasks such as copying data to excel or sorting information on a tool can be delegated and done without much mental effort.
  2. Give more responsibility: Create a culture of challenge in your team. Seek out individuals in your team who consistently hit goals and give them tasks that further challenge their abilities. Make their goals healthily stretch their comfort zone. Show them that you are genuinely interested in their professional development.
  3. Ask for inputs: Make your team members be part of the decision-making process. When taking a significant business decision, seek your team members' opinions and ask them what they think, what solutions they might offer, and how they would do things differently or better.
  4. Seek feedback: Don’t get caught up in merely giving directions and feedback. You need to be aware of how you are viewed by your team and your performance as a leader. Ask if you are doing anything that is getting in the way of your team members’ performance.
  5. Avoid micromanagement: (Unless required). Give your team members’ the authority to complete their tasks fully without you having to check on them for every detail.
  6. Be accessible at all times: Some of your team members might struggle with their tasks and might hesitate to reach out to you for help. Set expectations at the outset that you are available to help at all times concerning their grey areas. Create a culture where team members feel free and open to seeking your help without having to think twice as to what you might perceive them. People need to know that you are available to support them.

As a manager, you need to trust yourself first to make the right decision by delegating tasks to your team members and then trusting them enough to do their job well. You can do this by clearly outlining what needs to be done and establishing the importance of the task. Be clear about expectations and set an atmosphere wherein your team members feel free to ask questions. In this way, you will be clear to make more focused decisions with better outcomes.

Influence & Build Trust with KNOLSKAPE's Trust Simulation

Trust Simulation develops scenarios to influence and build trust with your stakeholders. It focuses on Relationship Styles, Power Map, and Building Trust. Relationship Styles helps one understand the drivers of the stakeholders, Power Map aids in identifying the relationship between stakeholders, and Building Trust using Trust Equation concepts.

DOWNLOAD BROCHURE START YOUR FREE TRIAL

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

December 16, 2020 - No Comments!

A Closer Look at Managerial Coaching

Author Aditi A Kashyap

“I got a call from Janet this morning. She was feeling overwhelmed. With a six-year-old boy to take care of who constantly needs her attention, Janet was telling me how she was finding it increasingly difficult to manage childcare and work duties. She told me she needed assistance in prioritizing everything better. I understood her issue in an empathetic manner, and I suggested that I would coach her in the days to follow”. 
a closer look at managerial coaching

Are you a manager wondering how you can help your team member virtually to achieve optimal performance? As a result of the pandemic, are your team members facing new work issues that require you to coach? Is it difficult for you to understand how you can manage your team members' virtual behaviors that are befitting their role? We are all remotely working from home. With no face-to-face contact with our managers, they have no visibility of our on-the-job behaviors. We are all distributed, which is making coaching more essential than ever. Employees are the company's most valuable assets, and managers should invest enough time and resources in helping their team succeed in this crisis.

Restoking career and professional development conversations are critical as the COVID-19 crisis continues. As a manager, you need to be armed with the right skills to be a good coach virtually. Using a structured methodology to support developmental conversations can make a massive difference in how productive your employees become.

When dealing with a crisis like this, managers have to help their team members reflect on their current situation, decide on what they want to achieve, lay milestones for achievement and commit to the way ahead. Coaching can help you peer through the fog of uncertainty. As team members are grappling with making life and work fit together, a manager comes in to create and sustain healthy relationships based on trust and a shared understanding of the context. Managers should play the role of trusted confidants who have the best interests of the individual and the organization at all times.

Understanding the GROW Model of Coaching

GROW stands for – Goal- Reality- Options and Way Forward in the GROW model of coaching. When dealing with times of stress like this pandemic, the model provides employees and managers with a transparent system to follow to set and achieve their goals and is particularly useful in reducing the amount of catastrophizing the situation currently being experienced. Clarity about where to go and how to get there will empower your people to navigate difficult circumstances.

Given the magnitude of the change circumstance, what is the context you have to bear in mind while coaching using the GROW model?

Goal: understand that a changed circumstance leads to a changed goal. As a manager, consider your own goals and ask your team member to reflect on what they want to achieve. The goal should ideally be attainable yet motivating.

Reality: The current reality is that we are grappling with the pandemic, and we have made a lot of changes in our personal and professional lives. Understand from your team member what their current reality looks and feels like and how they are operating in the same

Options: Given the times we are operating in, you need to ask difficult questions such as as-, "If you are not able to reach this goal, what might you do"?

Way forward: Ask questions such as-, "What are some steps you would take to move towards your chosen path in a positive direction?".

As managers, you need to connect with your team members regularly on a much deeper level more than ever, which calls for asking open-ended questions to help your team member develop their solutions. You should play an active role in mitigating your team member's fears by demonstrating empathy and providing a safe space for them to discuss their thoughts and feelings openly.

Coach & Manage Performance with KNOLSKAPE'S Coaching Simulation

The Coaching Sim helps managers learn the essentials of coaching and apply it in a safe, real-life like environment. Coaching is a complex skill, as a coach should not only motivate the team but also master the nuances of dealing with the inner emotions of a team member. The Coaching Sim has all these complexities built into itself, thereby making the learner exercise his faculty fully to have a successful coaching conversation.

DOWNLOAD BROCHURE START YOUR FREE TRIAL

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

aditi kashyap roubd logoAbout the Author

Aditi A Kashyap is a Senior Associate, Marketing at KNOLSKAPE. Her interest to write about learning and development trends comes fuelled by her professional background as a learning consultant having a keen interest to understand a learner’s psyche.

November 30, 2020 - Comments Off on The Role of Women in Digital Transformation

The Role of Women in Digital Transformation

Author Aditi A Kashyap

Today, the word 'digital' is part of our collective DNA. Digital technology, digital media, digital marketing, digital transformation, everyone, and everything is digital. The rapid mortality rate of companies in the digital age is nothing short of shocking. More than 50% of global fortune 500 companies have fallen off the list since the year 2000 because of digital disruption.

the role of women in digital transformation

Digital touches every aspect of our lives. Everything that can be digitized is being digitized, and to survive in the digital world, every individual needs to respond in an accelerated fashion to stay relevant. However, various studies have shown an imbalance in the contribution between men and women in honing digital skills or leading digital initiatives.

When it comes to leading digital transformation initiatives, according to research by KPMG, globally, 48% of female leaders are comfortable with cutting-edge technologies such as AI, machine learning, and Blockchain. It's baffling to see that women hold only 5% of leadership positions in the technology industry. Research shows that more diversity leads to better decision-making, leading to better production of innovative products and services. If the disparities are stark, then it is difficult for women to lead the way. Organizations that empower their people with more relevant skills training create an environment where women can advance more quickly.

What does it take to develop female digital leaders?

  1. Increase in female role models

There is a shortage of female role models that women in tech can look up to. The world's first programmer was Ada Lovelace, and little do we know about her. The likes of Steve Jobs, Mark Zuckerberg, Elon Musk, Bill Gates are the face of the all-male tech industry. This calls for improving gender balance as an urgency. Although the shift may take a while, it will ultimately create role models for aspiring generations of women looking for challenging careers.

  1. Enabling women to develop business and entrepreneurship skills

Women possess superior social skills that can result in attractive entrepreneurial rewards in the digital age. Such social skills feature predominantly in jobs that women excel in and include competencies such as a heightened sense of responsibility towards the wider community, greater empathy, more effective communication, and a greater willingness to adapt to changing circumstances. Becoming a digital leader is about providing coding and digital marketing skills and using these skills to create and capture business opportunities.

  1. Funding women tech entrepreneurs 

Getting capital to female-led start-ups is a challenge. If the goal is to see more successful tech start-ups led by women, it may not be enough to encourage women to become digital leaders. India is currently ranked 70 out of 77 nations on the Female Entrepreneurship Index. "Only 2% of venture funding goes to women-led enterprises, and the gender disparity in this space is only growing", says Chaitra Vedullapalli, the founder of Women in Cloud (WIC), a community-led initiative to support and promote women technology entrepreneurs. Source: EconomicTimes

the role of women in digital transformation

The sixth economic census released by the Ministry of Statistics and Programme Implementation (MoSPI) highlights that women constitute around 14% of the total entrepreneurship in India. India is seeing a revolution concerning women entrepreneurs. Source: Business Standard

It's heartening to see how some women are taking over the digital space and have encashed various opportunities to build new ideas.

Suchita Salwan is the founder of Little Black Book (LBB)- a local discovery digital platform. With an audience across age groups and areas of interest, LBB offers an online guide covering a broad spectrum of interests that include food, events, travel, adventure, lifestyle, and shopping, among other things.

Another example in this regard is Falguni Nayyar, who started Nykaa.com. Nykaa has captured India's beauty and wellness market, offering a vast catalog of beauty products at millions of Indians' doorsteps. From bringing the consumers their favorite brands and keeping them up-to-date with the latest beauty trends, expert advice and videos, to more than 68 Luxe and On-Trend Stores, an ever-growing online community for beauty buffs, and a Beauty Helpline, Nykaa goes out of their way to give consumers only the very best in the beauty and wellness space. Source: Yourstory

The digital revolution has opened a plethora of opportunities for men and women to shine alike.  The high penetration of the internet and social media is allowing more and more women to conceive financial independence and profitability. The rise of digital will completely eliminate the present gender disparities with women harnessing more opportunities to lead in the digital world.

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

aditi kashyap roubd logoAbout the Author

Aditi A Kashyap is a Senior Associate, Marketing at KNOLSKAPE. Her interest to write about learning and development trends comes fuelled by her professional background as a learning consultant having a keen interest to understand a learner’s psyche.

November 18, 2020 - No Comments!

5 Ways To Lead Your Team Virtually

Author Aditi A Kashyap

As we deal with the ongoing COVID-19 pandemic, leaders are required to develop a new set of leadership skills, with no training on best practices to lead a team virtually. Leaders need more information on how virtual teams are structured and how to manage it better. Personal contact by the side of the water cooler or in the break rooms with the reportee seems like a thing of the past. Interactions, even informal ones, are now planned. Managers who once used to observe a team member's work behaviors on the floor now have to have a high level of trust in the team member's work habits virtually.

leading teams virtually cover image
Infographic Leading Teams virtually

If you are a manager wondering how best to manage your team virtually, we offer you some best practices you can follow.

5 WAYS TO LEAD TEAMS VIRTUALLY

Give autonomy

When working physically, teams were accustomed to synchronous work and standardization enabled by the same work schedules and conditions. In a quarantined environment, each one has their work schedules and ways of working. As a manager, you need to reset expectations on how work gets done and give more autonomy when and how somebody should accomplish tasks. This means offering more flexibility in the accomplishment of results. Trust in the team member’s ability to accomplish results is key.

Make sure a few work hours overlap.

Your team members may be operating in different time zones or have the time schedules that they work. Setup 3-4 hours every day as a recommended time where everyone is online at the same time. Being online at the same time will enable team members to communicate better with each other, will bring the team closer, and will facilitate better problem-solving.

Conduct a weekly reflection exercise

Come up with innovative ways of bringing your team closer. Create a virtual whiteboard and ask team members to speak about the one good thing they accomplished during the week and the value they displayed in carrying out the task. Additionally, ask them to talk about, appreciate, or thank a team member who helped them with work. You can also think of adding fun tasks to this list, such as – "Where is that one place you'd like to go after the pandemic is over?". Such reflection exercises will reduce the virtual distance.

Reach out personally

As a leader, you will be juggling between managing the tasks of multiple team members. Ensure that you give focused attention to each team member by frequently reaching out to them personally. According to research by Deloitte, virtual distance can lower your team member's trust by 83%, the ability to innovate by 93%, and engagement by 80%. To counter this distance, you need to make yourself available. Guide them through tasks and ask them if they are facing any challenges. Connect on video calls and listen attentively. Be present. Ask them about how their life is going on and establish a subtle personal connection.

Encourage peer learning

The new normal has opened up tremendous opportunities for virtual learning. Use this time to encourage your team to take up new courses that would help them upskill. If your organization has a learning wallet, enable the team to use the same. Ask team members to present their key learnings from the course. Additionally, foster an environment of learning wherein team members conduct workshops on crucial skills that would benefit the larger group.

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ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

To conclude, time is a valuable resource, and in a time like this where we are dealing with a gamut of changes, it becomes all the more vital to spend time on things that matter.

What are some best practices that you employ to manage time better? Please share with us in the comments below!

aditi kashyap roubd logoAbout the Author

Aditi A Kashyap is a Senior Associate, Marketing at KNOLSKAPE. Her interest to write about learning and development trends comes fuelled by her professional background as a learning consultant having a keen interest to understand a learner’s psyche.

November 11, 2020 - No Comments!

5 ways to manage time while working from home

Author Aditi A Kashyap

A common issue we are facing this pandemic is the blurring of boundaries between home and work duties.  As one spills over the other, it becomes a challenge to understand which responsibilities should take more precedence.  Over the last few months, we have all been forced to restructure our days and schedules. While not all is glum about working from home, this new normal goes with its own set of challenges.  One of the critical challenges of working from home is managing time, and it's essential to understand that proper time management lets you work smarter- not harder- so you get more done in less time.

time management blog cover image

Learning about some tips that will help you manage your time better will give you immense benefits now and for the rest of your career. Read below to know more:

5 WAYS TO MANAGE TIME WHILE WORKING FROM HOME

Tip No.1: Have a personal organization system

Take out 5-10 mins at the beginning of your day to enlist all the tasks you are supposed to do in the day. If you like to do the paper and pen way, plan to write down all your tasks in your calendar diary. It's satisfying to scratch out tasks you have completed in your to-do list.  If you are more tech-savvy, consider making full use of productivity apps. The apps have features that let you set reminders, organize your tasks, and much more. In doing so, you will be able to keep track of projects, meet deadlines, and be more organized.

Tip No. 2: Turn off stressful work thoughts while taking a break

Avoid work emails and responding to messages while taking a break. While it is easier said than done, it is still doable, and a little time off from work during the day does no harm. Research has indicated that ruminating about stressful work while taking a break activates our stress response and significantly disrupts our ability to recover and recharge during the off hours. This will also lead to sleep disturbances, to eat unhealthier foods, and to have worse moods. When you are taking a break, use this time to rejuvenate and recharge. Practice a hobby, listen to some good music, take a short walk, or cook something you like.

Tip No 3: Set expectations with your manager and the team

Unlike the typical workday at your office where you had fixed work timings, your family obligations now compete for your time.  Are you a morning lark or a night owl? If you feel you are more productive during non-traditional hours such as the early morning or late night, make that communication explicit with your manager and team. This will keep everyone on a common page and let them know your availability and work hour expectations.

 Tip No. 4: Stay true to your work hours

Your commute now might mean a walk from your couch to the work table, but that doesn't mean you don't know how to end your workday. Shutting down your laptop and work calls may be challenging, especially when the line between work and home duties is thin. Stick to the shift you work for, and during these work hours, focus all your efforts on work alone. Have an alarm to call it a day and disable notifications on work-related apps once your day is over.

Tip No 5: Gear up for focused work

How do you turn on the office mode? Do you have your method to concentrate better while working at home? There might be a multitude of distractors at home that will divert your attention from work. Do you put on your headphones with music to concentrate better? Or do you have a designated space at home where no one is allowed to enter while you work? It's important to know what work's best for you to be productive.

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DOWNLOAD BROCHURE  START YOUR FREE TRIAL

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world. KNOLSKAPE accelerates employee growth and Development using an award-winning portfolio of simulations and  in-depth talent analytics. KNOLSKAPE is a 110+ strong team with offices in  Singapore, India, Malaysia, and USA serving a rapidly growing global  client base across industries such as banking and finance,  consulting, IT, FMCG, retail, manufacturing, infrastructure,  pharmaceuticals, engineering, auto, government and academia.  KNOLSKAPE is a global Top 20 gamification company, recipient of  Brandon Hall awards, and has been recognized as a company to watch  for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in  the learning space, by Bersin by Deloitte.

To conclude, time is a valuable resource, and in a time like this where we are dealing with a gamut of changes, it becomes all the more vital to spend time on things that matter.

What are some best practices that you employ to manage time better? Please share with us in the comments below!

aditi kashyap roubd logoAbout the Author

Aditi A Kashyap is a Senior Associate, Marketing at KNOLSKAPE. Her interest to write about learning and development trends comes fuelled by her professional background as a learning consultant having a keen interest to understand a learner’s psyche.

November 3, 2020 - No Comments!

Cultivate an attitude of gratitude during these challenging times

Author Aditi A Kashyap

Cafeteria chatters and conference room huddles are now replaced by the disquiet we are experiencing, couped up in our socially distanced bubbles. The void felt in not having face-to-face physical interactions with our colleagues is deeply felt.

As we are going about adjusting to the “new normal” of virtual working, regularly practicing gratitude can be a panacea for improved mental well-being at work.

cultivate an attitude of gratitude

“Everyone working from home needs to hear that their work is being appreciated and that it matters.”

According to a Gallup study, employees who do not feel adequately recognized are twice as likely as those who say they will quit in the next year. So, during tough times like this, it is even more necessary to thank your colleagues and recognize them for their efforts which will subsequently go a long way in improving retention and ongoing commitment to the company.

Gratitude is a thankful appreciation for what an individual receives, whether tangible or intangible. Instead of feeling miserable about our current reality, practicing gratitude will help you find the silver lining, helping you to harbor more positive emotions, relish the good experiences, dealing with adversity, and building stronger work relationships.

People are juggling multiple priorities every day, battling home duties and work. Being thankful to your colleagues and sharing with them that their work is recognized is the right thing to do. Everyone working from home needs to hear that their work is being appreciated and that it matters.

6 ways to practise gratitude

5 WAYS TO PRACTISE ATTITUDE OF GRATITUDE

  1. Appreciate each other in team huddles:  We are working remotely and saying a small thank you to someone in the team who helped you out with a task or filled you in on a meeting you have missed can lift the spirits of your colleague and improve the bonding in the team. Make a public acknowledgment in team huddles on how your colleague went that extra mile in helping you out.
  2. Be responsive in thanking your colleague: Responsiveness is one of the best ways to show your colleague that you truly appreciate their help. Showing gratitude in a timely manner, soon as the help is offered, shows the other party that you value the relationship and you wish to maintain that connection well. In addition, make the gratitude specific. Thank your colleague by citing examples of how s/he offered to help with the situation in context.
  3. Mail a handwritten note: A classic, handwritten thank you card can never go out of style. It is a classy and elegant manner of showing that you acknowledge the work done by your team member. Team it up by sending a small gift. Ramya Lakshmanan- Director of Customer Success at Knolskape sends gifts such as books and thank you cards to her team members in appreciation of their efforts. Ramya says, “Thanking team members should bring in an element of surprise amidst the monotony. I make sure I recognize their efforts in a timely manner for specific behaviors displayed to reinforce the positive behaviors I wish to see in the team”.
  4. Give a ‘Social Shoutout’: Show gratitude by recognizing the efforts of your team members on LinkedIn and Facebook or you can also choose to send a team-wide email.
  5. Say thanks to family members of your team members: Get on a call with the family members of your colleagues and thank them for supporting their work in these challenging times. George Panakal, Head of Consulting at Knolskape, who has implemented this in his team says, “Your colleagues’ families are a key ally in ensuring their well-being, and it is important that you seek their inputs in to determine if your colleagues are able to cope with the pressures of handling their multiple works and home priorities. The families are the first people to notice stress or changes in behavior, so being in touch with them enables you to take better colleague-centered decisions.”

Savoring positive moments is a close cousin to gratitude and studies confirm that, like gratitude, savoring can significantly improve happiness and a sense of well-being. Share the good news with your colleagues about any aspect of your life- be it personal or professional. If you and your team member achieved a task successfully working together, share it with the rest of the team. This builds relationships and boosts happiness in the workplace.

We are in the midst of an unprecedented global health crisis and it's important more than ever to leverage all the social tools and resources we have at our disposal to recognize and stay connected. We must learn to create a virtual, inclusive workforce connecting digital communities that thrive with recognition.

ABOUT KNOLSKAPE

KNOLSKAPE is one of the fastest-growing experiential learning tech companies in the world.  KNOLSKAPE accelerates employee growth and development using an award-winning portfolio of simulations and in-depth talent analytics.

KNOLSKAPE is a 110+ strong team with offices in Singapore, India, Malaysia, and the USA  serving a rapidly growing global client base across industries such as banking and finance, consulting, IT, FMCG, retail, manufacturing, infrastructure, pharmaceuticals, engineering, auto, government, and academia. KNOLSKAPE is a global Top 20 gamification company, recipient of Brandon Hall awards, and has been recognized as a company to watch for in the Talent Management Space, by Frost & Sullivan, and as a disruptor in the learning space, by Bersin by Deloitte.

aditi kashyap roubd logoAbout the Author

Aditi A Kashyap is a Senior Associate, Marketing at KNOLSKAPE. Her interest to write about learning and development trends comes fuelled by her professional background as a learning consultant having a keen interest to understand a learner’s psyche.