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Advice Request
Srinath Narayan
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Srinath Narayan
APAC Process Lead
XXX
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Current Job description
Enhancing process improvement strategies laid for APAC region from an organizational perspective.
Defining the tasks and deliverable's related to the assigned program and direct and control its service delivery.
Support the new service operations unit management team such as Pricers, Sales and Business Partners establishing the technical and physical environment for delivering agreed goals of the unit.
Develop and support processes and procedures for the transition of accounts to ensure customer satisfaction in all aspects of transition and management.
Responsible for Pre Transition activities i.e. Scheduling and Planning Project requirements, Process Mapping and planning the core project team and staff.
Identifying the critical Business Impact Analysis (BIA), which may cause by business interruptions and resolving them by analysis to establish recovery objectives and priorities.
Defining the tasks and deliverable's related to the assigned program and direct and control its service delivery.
Support the new service operations unit management team such as Pricers, Sales and Business Partners establishing the technical and physical environment for delivering agreed goals of the unit.
Develop and support processes and procedures for the transition of accounts to ensure customer satisfaction in all aspects of transition and management.
Responsible for Pre Transition activities i.e. Scheduling and Planning Project requirements, Process Mapping and planning the core project team and staff.
Identifying the critical Business Impact Analysis (BIA), which may cause by business interruptions and resolving them by analysis to establish recovery objectives and priorities.
Leadership qualities
* Lead with a clear direction
* Influence rather than push others
* Use the right style in all situations
* Cut down on ‘micromanaging’
* Get more initiative from your team
* Add value to company strategy
* Influence rather than push others
* Use the right style in all situations
* Cut down on ‘micromanaging’
* Get more initiative from your team
* Add value to company strategy
Team Management
A "willingness" to participate collaboratively as a team member does not guarantee the desired outcome. People thrown into a collaborative situation, especially those without experience operating in this mode, need assistance to guarantee success.Some of the things a Leader should promote
*Understanding of why a group of people need to be a team. The team needs to understand its shared goals and what each team member brings to the team that is relevant and crucial to its overall successes.
*Ensuring the team has adequate knowledge to accomplish its task. This includes information relevant to the team's goals and individual job competencies.
*Facilitating effective interaction in such as way as to ensure good problem solving, decision making and coordination of effort.
*Understanding of why a group of people need to be a team. The team needs to understand its shared goals and what each team member brings to the team that is relevant and crucial to its overall successes.
*Ensuring the team has adequate knowledge to accomplish its task. This includes information relevant to the team's goals and individual job competencies.
*Facilitating effective interaction in such as way as to ensure good problem solving, decision making and coordination of effort.
Handling Grievances
It is helpful if Leaders try to view the raising of grievances constructively. If a grievance is raised, this provides an opportunity for the Leader to resolve a workplace problem. Knowing about a problem is much better than remaining ignorant of the fact that an employee is unhappy
Once a Leader knows that an employee has a grievance, he or she can discuss the matter with the employee, take on board the employee’s point of view and then investigate.
Post grievance has been investigated, where necessary, and conclusions drawn, the employee should be given feedback on the outcome. Of course, it will not always be possible for the Leader to resolve the grievance to the employee’s satisfaction, perhaps because giving the employee what he or she wants would breach company policy, cost too much money or be impracticable.
The feedback should consist of an explanation of what action has been taken or will be taken, or an explanation that no action can be taken, together with the reasons
Once a Leader knows that an employee has a grievance, he or she can discuss the matter with the employee, take on board the employee’s point of view and then investigate.
Post grievance has been investigated, where necessary, and conclusions drawn, the employee should be given feedback on the outcome. Of course, it will not always be possible for the Leader to resolve the grievance to the employee’s satisfaction, perhaps because giving the employee what he or she wants would breach company policy, cost too much money or be impracticable.
The feedback should consist of an explanation of what action has been taken or will be taken, or an explanation that no action can be taken, together with the reasons
Important career decisions
Believed in the concept of "keep it simple", just followed my area of Interest and worked towards achieving that with pride.My Career Decisions are backed with great mentors around.Moving from a individual contributor to Leading and making difference to teams success and there by contributing to Organizational strategy
Influenced by
Some of Key Leaders with in the organization, merely with their passion vision ,execution of those strategies has influenced me to a great extent and made look life beyond a certain angle.
My advice
Bring in 360 degree approach with every decision you make.
Appetite for greater Adaptability
Appetite for greater Adaptability
Ensuring Growth
Regular feedback both at lateral and vertical level
Constant emphasis to Up-skill in every possible area I deal with
Try putting learning's into practice
Constant emphasis to Up-skill in every possible area I deal with
Try putting learning's into practice
Tech Management matters more on
To understand the EQ factor of employees
Looking beyond Logical/systematic reasoning with every employee engagement
Looking beyond Logical/systematic reasoning with every employee engagement
Awards and Recognitions
Been recognized as Top Talent employee within India South Asia for 2011,2012.
Excellence in Management
Tried adapting new blood to company's culture,brief,Vision.
Ensured employees has the right environment to deliver their best with emphases on skill enhancement.
Practiced two way communication
Ensured employees has the right environment to deliver their best with emphases on skill enhancement.
Practiced two way communication
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