All About Managing Change.

A Case Study of Pepsi-TMC Collaboration to Build Pepsi-A Globally Inclusive Organization.

Presented by: Presented By: Abhay Narayan Singh Aakriti Sharma Aakriti Sharma Abhay Narayan Singh Chandra Shekhar Chandra Shekhar Kishna Rai Kishna RaiKumari Kunjan Kunjan Kumari Priyanka Sharma Pallavi Shukla Pallavi Shukla Priyanka Pachauri Ranjeet Yadav Ranjeet Yadav

Moving From Diversity Management to Creating A Inclusive Organization. Inclusion is - ??? Organizations with global presence are striving to create inclusive work environments:Inclusive organizations can leverage on its diversity and peoples unique talents effectively.

The Scope of the Project

The Power of One. Sensitivity to differences and appreciation for diverse perspective and opinions. Segregate - an inclusive work culture thought out the work-force. Unbiased talent appraisal, respect and value addition to every employees and -effective diversity management.

The Challenge:

Changing Business Environment.

Changes in Consumer Market.

Difficult to Nurture and Sustain. Lack Of Support from Individual Managers.

Gap between beliefs and behavior.

Laying One Stone at a Time

Step 1: Need Determination. Step 2: Objectives. Step 3: Plan the Change-Done by TMC Step 4: Simultaneous actions
Step 5: Mid Process Evaluation Step 6: Results and Corrective Action

Kotters 8 Step Change Model

Need Determinat ion

Create a globally inclusive organisation where every employee treats others with respect and fairness Needed to survive in a globally competitive environment.

Leverage differences and similarities for maximum performance.

Objective

Plan the ChangeDone by TMC

Local Ownership & Relevance-"Chartering the Journey Individual awareness and acceptance of cognitive and emotional requirements for change were addressed. Inclusive Leadership Programs. Development of tools to help leaders further their practice and enhance their skills. Diversity and Inclusion Practitioner Certification Program For Leaders

Simulatane ous actions

Mid Process Evaluation

While the process continues, initial results were very promising.

Results and Corrective Action

Evaluation of the results to check for the projected targets versus the achieved ones

Change Matrix
Nature of Change Incremental Discontinuous

Anticipatory

Tuning Improving, enhancing, developing : first-order change

Reactive

 innovation market expansion talent development

Transformational Types
Key Factors Type 1 Entrepreneurial to Professional Type 2 Revitalization Type 3 Business Vision

Organizational Environment

Business Concept Building blocks of Organizational success

Change needed in markets, services, resources, operational and measurement systems and culture

Organizational size

Application of Webers ideal Bureaucracies

Equality Goal-directed, rational manner and emphasize technical expertise. Impersonal- Driving global cultural change has to take into account the specific cultural and management biases. Competence.

Application of Webers ideal Bureaucracies

Specialization and Division of labor, the lines of authority and responsibility within the system become very clear cut. Rigidity.

Initial Achievements of the TMC Program.

Increased awareness and understanding of D n I. Acceptance of the concept seeped in among leaders with radical change in their behavior. D n I became part of Future Leadership Development programs. Observed growth in key competencies of workforce related to inclusiveness. Operational successes, cross-functional teams, selection processes and innovation initiatives. Increase in representation of women. Benefited by the use of shared vocabulary and reference points. Increased awareness of prejudices & measures to deal.

About Organizational Change. A Summary

Takes time and patience. Being inclusive involves addressing emotions and may create discomfort at the beginning. Awareness raises Expectation. Commitment from leaders Modeling Inclusive Behavior. Local Relevance of Inclusion is critical. Every Individual needs to represent the Change. Success lies in ability to decode inevitable cultural biasness and acknowledge it in context with the D n I. Commitment by the leaders and the influencers to keep Inclusion a fresh and compelling focus of the Organization.

About Organizational Change. A Summary

Continued focus on tools, skills, capability development & their implementation. Constant monitoring on action part. Develop leaders of Change from within the various lines of business and not just from support system. A Global knowledge network through which experiences, lesson learned, and practices can cross-pollinate.

Questions.???