Human Capital Outlook

Mindset transition from a father to a coach

With Indian companies slowly gaining regional & continental prominence, several cultural changes are underway; they have a deep impact on the work environments in these companies. It is interesting to note that these positive changes are flowing in from the very top. From “we are a family & the Chairman/CEO is the father" thinking, companies are transitioning to be like basketball teams, opportunistic on offense, tenacious on defense. The Chairman/CEO is then the coach of the team, not the father taking decisions for all.

In both such set-ups, there are defining differences in values and cultures that are palpable. One can feel them across companies depending on whether they`re former or the latter. Traditionally, Indian companies often focused on engendering a sense of loyalty among employees that the newer age companies don`t always strive for with the same degree of family businesses, have long tended towards a family environment for their employees, a sense of commitment to their employees and a sense that long-term tenure is a sign of success.

The difference between the two company types goes a long way in describing what kind of corporate culture each has; for prospective employees, this even indicates things to the extent of the kind of bonuses one is likely to receive and how well delineated the career path would be.

The main contrast, of course, is that in the former, one is well protected from challenges & one doesn`t have to fear the punch that can result from say failing to meet investors` expectations.There is a degree of insulation. One doesn`t have to make rapid decisions based on the immediate pressures of business. In the changing times, this makes for ill prepared managers.

In companies who are team thinking based, there is a more-structured management team, a more-structured career path for individuals, this clearly outlines one’s growth path in an organization. The benefits plan is much more structured in such a company. One knows specifically what compensation is going to look like, how benefits are rolled out and specifically what those benefits are going to be. At traditional companies, processes to say the least are ambiguous.

With the transition comes more of a focus on profit and loss than there is on strategic things. Companies have started taking a different view of the world, organisational stability takes precedence over job security.