I AM ON BUSINESS LEVEL
Committee: Business
Comprehensive Business Knowledge designed to help you with your strategic, tactical and daily business decisions.
2021 – How artificial intelligence and automation are trending in Recruitment.
Employee experience – Major innovation in retention strategies for a successful Organizational design
Preempting Crisis – A sustainable solution to Crisis Management
Entrepreneur’s Guide into the world of Blockchain & Crypto Currency
Customer acquisition and retention is not about price wars.
We stepped in, unannounced. The General Manager did a double-take when he saw us and recognized us in spite of the masks and in spite of seeing us after more than 5 years. He gives us bear hugs, seats us, and fires away orders to his staff in absolute perfection – “Masala Chai (Indian milk tea brewed with spices) for the lady and French Press Coffee for the gentleman,” he says as he walks into the kitchen. He steps out shortly with a batch of freshly baked signature chocolate cookies that we both love. Such small but important details were remembered, by a man we’d met only once earlier. But that one time left such an impact on us, we keep going back there as often as we can. This was our 7th visit over a few years.
No, this is not a stand-alone restaurant. Nor is it a restaurant in a city hotel. This is one of the many unforgettable experiences we’ve had with the Taj Safaris. I should point out that these are top of line wildlife safari experiences in India and come at a premium. Yet, every time we have had the opportunity, we have stayed with them. Clearly, for the experience the lodge offered. The wildlife on a wildlife safari holiday was incidental. That for you is the power of experience.
Apple, Disneyland, and Emirates come to mind when I think of other similar powerful brands from different industries. What’s common between them all? They are all top of the line in their industry. They are one of the ‘go-to’ brands. Oh, they are also among the top when it comes to price as well. Right? Read on.
Remember the time iPhone 13 was launched? Customers started queuing up from 7 pm the previous day, for the next day’s 8 am launch. Some of them were seen with sleeping bags while some of them were ready to rough it out through the night, telling people that it was worth the effort. Some of them flew in from across the continent as well! Now, iPhone 13 is certainly not cheap. And yet, this is the effort customers put in to lay their hands on one.
When you’re planning a long-haul trip by air, you want to make sure you do so in comfort; you want to make sure that you or your loved ones are taken care of well. All this, regardless of the cost. Top the mind recall in such situations is Emirates.
Is this just the power of the brand? Or is there something more?
Let’s assume it was just the brand. This could have perhaps resulted in a one-time purchase. What happens then? How long and how far would the brand carry the customer through? Not too far and certainly not to a repeat purchase over and over. So, what is it then?
It is all about the experience the brand offers. Don’t get me wrong. I’m not saying the brand is not important. It absolutely is. What I am also saying is that what goes into the brand is as important. In the case of Taj Safaris, it is about the hospitality experience; in the case of iPhone, it’s the UI / UX and in the case of Emirates, the service experience. This is all about branding the experience, so your customers can experience the brand! And when customers are willing (and will pay) to pay top dollar for the experience – you know you have customers for life.
It sounds very simple. It is anything but that. Whether it’s a product or a service brand, the only thing that will differentiate you from competition is the experience your brand leaves the customer with. So, ensure that you focus on the following:
- Design and deliver a customer experience that aligns with the brand promise.
Emirates says Fly Better. Imagine if the ground experience, the in-flight experience was anything but that. And it gets you comparing this with a budget airline and thinking to yourself that that was a better experience. The iPhone is advertised as the world’s most powerful personal device. Now imagine if you needed another device to get your drawings done or if the UI was so unfriendly that you opt for something else cause you don’t have the time or patience to understand the UI. That’s one too many customers lost right there. So, everything that enables a customer to fly better or then, make the iPhone the most powerful personal device has to be thought through and delivered. Else, the promise and the experience will be in conflict with each other – a clear recipe for customer churn.
- Reverse weave the experience into the promise.
There could be service/product components that grab the attention of your customers. Reverse weave that experience into the promise. For example, when House Keeping staff is so detail oriented that four years later, they remember pillow, towel preferences and remember that you don’t want air freshener sprayed in your room – it is certainly worth incorporating into the experience you offer. (This by the way is how the House Keeping staff are at The Taj Safaris property at Panna, a city in Madhya Pradesh, India).
- Ensure that the experience across geographies, touchpoints, and staff is consistent.
If you want to sustain a competitive advantage and retain customers, just designing and delivering an exceptional experience is not sufficient. You need to deliver it consistently, year after year across geographies and channels to a point where it becomes synonymous with your brand. Even after that, care has to be taken that there is no dilution whatsoever, cause one moment of slack and competition that’s nipping at your heels, will use it to their advantage.
Customers will always have a choice, that’s the reality of the world we live in today. But when customers choose your product/service over that of competition, this in spite of the fact that you are not the cheapest in the business, you know you have them for life. So, go out there and build an experience that customers choose to pay more for. Focus on the experience; the moolah will automatically follow.
Despite a perfect strategy how things can go wrong
To understand, “Despite a perfect strategy how things can go wrong”, one needs to understand what it takes to “formulate a perfect Strategy and how to Execute the same perfectly”.
How to formulate a perfect strategy:
A perfect strategy formulation is a process of using available knowledge to document the intended direction of a business and the actionable steps to reach its goals.
A well thought-out strategy:
- Starts with a Purpose.
- Considers Current Events.
- Takes into account internal and external Data, Case Studies and Trends.
- Has Goals well defined and effectively communicated throughout the organization.
- Has the flexibility to adapt to changes.
How to execute a strategy perfectly:
Good strategy execution requires a team effort, wherein all managers have strategy-executing responsibility in their areas of authority and all employees are active participants in the strategy execution process.
A good strategy execution:
- Ensures all stakeholders and decision-makers are in unison and in agreement with the strategic plan.
- Aligns jobs to the strategy, “right man for the job”.
- Empowers employees thru clear communication.
- Measures, tracks, and monitors performance thru well-defined KPIs.
- Balances Innovation and Control.
So, coming back to, “Despite a perfect strategy how things can go wrong”.
The simple answer would be that successfully executing a good strategy is just exceptionally hard. But that is hardly a gratifying answer. There are many other things that are exceptionally hard, but where we succeed, nevertheless.
Therefore, to start with, we need to have a good understanding of the problems that organizations face when executing their strategy. When we know these problems, we understand the underlying reasons why strategy execution fails, which helps us find the solutions.
Though there could be numerous reasons for problems in Strategy Execution, in my experience the following 5 key reasons are usually the culprit:
- No or insufficient communication
- Insufficient or inadequate resources
- Insufficient management capabilities
- Strategy is not adapted to changes
- Poor leadership
To conclude, Strategy Execution has always been the essential complement of Strategy Formulation. In an intensely competitive business environment and with the increasing speed of technology-enabled change, the importance of strategy implementation has increased exponentially.
Senior executives recognize the importance of strategy implementation, but a majority admit that their companies fall short. Executing strategic initiatives successfully is extremely “essential” for an organizations’ competitiveness. Most firms often struggle to bridge the gap between strategy formulation and its day-to-day implementation. Poor implementation means that a company’s stated strategy fails to shape what happens in practice.
There is no silver bullet to achieve better strategic implementation, but companies that rate themselves highest in this area share a range of characteristics. They report greater levels of C-suite involvement, better feedback mechanisms, more resourcing—particularly providing human resources—for initiatives and more-robust processes.
To sign off, “Vision without action is a daydream. Action with without vision is a nightmare.” —Japanese proverb
Game changing management strategies

There is no doubt these days, the pace of business is accelerating with no window to breathe. Some Professionals are still hesitant or incapable to adapt and understand that to maintain a competitive edge, a business has to respond at the speed of the change if not faster.
One day you are in vogue but a few weeks or months from now, you are out when a competitor storms the market with that unique idea and better service.
New technologies emerge every year, which means we have to be ready as leaders to catch the next wave and adjust. What do you need to do as a leader in a company and as a professional, is not a hidden recipe!. In fact, it is in your hands to do and your ability to execute your plans at speed.
True Leadership and future like-to-demand professionals would have a One-key word in their achievements profiles: “Fast”!!
Hence, the best recommendation as an individual to shine in the “near” future:
- Be quick in building blocks of your projects (no need to be “perfect” but “good to go”).
- Be efficient in identifying your challenges to fix (don’t ignore small issues and act proactively)
- But most importantly, is “execute with speed” and be faster in your delivery and be ahead of your business environment expectations.
In parallel to succeed in your company:
- Appoint a collaborative team to work with you.
- Identify teammates in different business units who get excited about change and are eager to improve company processes.
You would create your best ambassadors – special agents whom you can trust to use the first few blocks to build a “winning” culture for the future to benefit all, make it your “Personal Purpose”

Some professionals are saying teams hate to work for speedy leaders.. honestly, this needs to be reviewed!!!. We all talk that we are working in an “Agile Business Environment” but we most forget that “Speed” is the DNA for success. There were proven studies which I read some articles about and am seeing in my work at some companies that employees love to work with speedy leaders who get things done and accomplished vs expected work was on hold due to politics or non-sense reasons or incompetent staff are around.
My advice to you, talk to professionals outside of your work circle and meet new people over forums, workshops or meetups, but don’t be surprised that all of a sudden you might find yourself and your company left in the dust!
Bottom-line is that speed of execution is the ultimate competitive edge in any organization. In today’s world, economies of speed are more important than economies of scale.
Execute Slow.. then, Your Future Is Questionable.!!!!!!!
The Great Resignation as the Great Career Revival
The idea of the Great Resignation originated in the United States and was proposed by Texas A&M Professor, Anthony Klotz. It proposed the observation of a phenomenon that is happening now with record numbers of people leaving their jobs as the COVID19 pandemic continues to unfold. Rough estimates suggest that 33 million Americans have quit their jobs since the spring of 2021.
Specific observations on the Great Resignation included the following:
- The resignation seems to occur most among mid-career workers
There is greater demand for mid-level workers due to their experience. This gives mid-career types greater leverage in securing employment opportunities.
- The highest rate of resignation is happening in technology and healthcare
Resignation rates among workers in these sectors are attributed to high demands and the experience of significant stress which have resulted in increased workloads and burnout.
- People are placing a priority on their health and well-being
Many workers have reached a breaking point after months of high workloads, hiring freezes, work pressures and the absence of proper work boundaries and respect for personal time. These factors have caused many to rethink their work and life goals. Many are opting for greater focus on their health and well-being.
What has it taught us?
What the pandemic has certainly taught us is that things are not expected to return to normal as people and organizations have been forced to rethink the very notion of work. It heralded Future of Work conversations in an unprecedented way. Hybrid, remote and working-from-home have all become permanent features of the New Normal. In fact, the phenomenon is still playing out as experts have yet to see the full extent of what a post pandemic workplace will look like. One thing is for sure – organizations will need to move away from any one-size-fits-all approach to managing the challenges of onboarding, developing and retaining talent in a post pandemic world in a far more novel way.
A clear outcome is that people have many choices now. Employees who are self-motivated and willing to assume greater agility and control over their careers have discovered that it was possible to do so at a much greater rate of participation than ever before. They look for opportunities which allow for that agility to be expressed in the way they desire, and more importantly, at their time and pace.
Conversely, the pandemic has also caused a significant mental toll. In a study by the American Psychological Association, “Stress in America”, it found that 32% of adults were stressed by the pandemic and even to the point of dealing with daily routine decisions such as what to eat or wear.
What has it taught organizations?
The idea of centralized leadership is being challenged by a more fundamental shift towards self-leadership. In the war for talent, successful organizations have turned their focus on people in a big way. More than ever, they understand that the emphasis has to be on empowering workers, making permanent flexible work arrangements permanent, putting in place health and well-being programs, having blended workforce solutions, investments in technology and artificial intelligence, and last but not least, building a culture of trust. In essence, the key is “having work fit around personal lives and not personal lives around work” (Anthony Klotz).
It is actually an opportunity to herald the Great Revival
In my survey of the vast literature out there on the topic, I have arrived at the following 4 Eureka moments:
- The Great Resignation is not mainly about compensation anymore. Virtual and remote work is here to stay and people are exercising greater control and flexibility over their lives.
- The strongest predictor of staff turnover is a toxic culture. Failure to demonstrate respect, promote diversity and inclusion, focus on equity and unethical behavior will further drive up the Great Resignation.
- Failure to recognize performance and value will drive your better performers to quit and seek greener pastures.
- Response to the pandemic and having a clear vision of the future which motivates and inspires. Leadership plays a critical role in setting the right tone in visibly demonstrating competence during a crisis, and at the same time, raising the bar when it comes to looking after their most prized assets – their human capital.
Discrimination At Workplaces – How you can build a More Inclusive Culture
The recent shift to remote working made scouting talent from across the globe and onboarding people from different parts of the world a piece of cake. It goes without saying that a diverse workforce is more productive. Companies receive the benefits of creativity and innovation, a diverse work environment, enhanced employee performance, and more, when they welcome and value employees from all backgrounds without any discrimination.
However, inclusion is not the same as diversity. Consider inclusiveness as the next stage in successfully supporting a diverse workforce: it’s all about building a welcoming and inclusive atmosphere for all employees. If you are looking to make a genuine impact and want to showcase commitment to creating an inclusive work environment, it’s important to understand the dynamics of your organization first. In this blog, we will discuss some tried and tested ways of creating a diverse and inclusive work environment.
Add inclusive principles to your core values A timely revision of your organization’s values can be a good place to start. In case your company already has provisions for diversity and inclusion, getting management involved in shaping policies that follow company values and employee needs can be your next step. Ask for thoughts and input from all employees to make the right impact. If your administration and HR teams aren’t too diverse, Orient your company’s leaders on the value of diversity and inclusion. Offering diversity and inclusion (D&I) training to executive-level managers is one example. Also, consider creating a safe space for your executives to address awkward or unpleasant questions before launching company-wide diversity efforts. Once leadership is at ease and onboard, they’ll be invaluable assets in setting a genuine, inclusive tone for everyone.
Use inclusive language Model inclusive language in all professional communications. You can include your preferred pronouns in your email signatures and slack names, such as “Tia Michael, they/them,” to exhibit inclusive culture. When referring to someone’s spouse, use “spouse” or “partner” rather than the gender-specific – “husband” or “wife”. Non-married couples can also benefit from the use of “Partner”. Regardless of the language spoken in the office, multilingual signage can serve as a subtle reminder to employees that they are part of a more diversified world.
Celebrate diverse and inclusive events and initiatives To sensitize the world, there are several days in a year dedicated to celebrating and creating awareness about our different cultures and special abilities. Recognizing days such as – International women’s day (8th March), World autism awareness day (2nd April), International day of disabled persons (3rd December), or celebrating pride month by inviting guest speakers, or having an office lunch can be a great way of acknowledging the diversity of your company and being inclusive. Extending your holiday calendar to give minority groups and religions a day off can also be a fantastic way to create a healthy and diverse work environment. Ramadan, Muharram for Muslims, Diwali, Navrati for Hindus, Rosh Hashanah, and Yom Kippur for Jews are significant festivals that employees who celebrate them should be able to do so with their families on those days.
Create a collaborative environment Finding ways of collaborating across teams can be a great way for employees to spend time with each other and get to know one another better. Hosting events such as ‘bring your children to work day’, organizing team building activities or group volunteering can build an inclusive culture where everyone in the workplace learns to be sympathetic with those around them. A collaborative workplace may help break down divisions and foster inclusion across the organization, regardless of their function or department. For more isolated employees, a stronger HR presence is required. The OFCCP offers a list of workplace rights to protect employees from discrimination at their workplace. Some companies have also established an ‘inclusive task force’. These are passionate individuals who are responsible for bringing new ideas to leadership’s attention and collaborating with all departments to implement and promote change in the organization.
To Conclude Inclusion revolves around the day-to-day interactions between employees, managers, leaders, teams, and peers. In other words, genuine inclusive workplace practices rely on leadership support and grassroots energy. As companies become more diverse and inclusive (D&I) inclined, hiring people from diverse backgrounds, with unique needs is also being adopted on a large scale. Chezuba is a platform that offers corporates the opportunity to engage their employees in virtual volunteering as part of their employee engagement programs. With over 7000 nonprofits from across the globe to choose from, employees can get a true sense of the problems such as discrimination some communities face and work towards building an inclusive and sensitized world.
Summary: A Diverse and Inclusive work environment is largely beneficial for an organization. Let’s look at some ways you can build an inclusive workplace for everyone.