In conversation with Dr. Shrimali - Director, MDI Gurgaon
It was a beautiful spring morning, when we first met Dr. Shrimali in his office. A pioneering member behind one of the top management schools in India, MDI Gurgaon (Management Development Institute). MDI's vision, to create future leaders, who manage and create powerful organizations in the emerging corporate landscape, resulted in them earning the distinction of being the first internationally accredited Indian B-school. Having been a consultant for more than 40 years with an exhilarating relationship with 'change', Shrimali shared with us his experiences and approach on how to manage change processes. He shared with us seven steps, simple yet constructive, that capture how one can implement change successfully in organizations. As he puts it aptly 'Every citizen in India needs to be a change catalyst!'
Change is no rocket science Shrimali believes that if one has a practical and open mind-set towards change, then change is no rocket science. One needs to be aware of the various mind-sets that surround us and find structure within that, a common thread, else one may get lost. As Shrimali, puts it across 'This will enable you to understand the importance of a leaders role in an organization, at any level. He or she must have appropriate knowledge and the practical experience of 'Change Management' to understand the need and basics of the 'Change Processes' Shrimali firmly believes that no one can escape change. Everybody has to face change sooner or later, either by choice or due to external factors. Everybody holds the responsibility to contribute towards change and make the best of it. However, that responsibility is often not shouldered well. Which is why it falls upon the 'change catalysts' to carry the responsible task of making others understand and embrace the game of change. 'When there is nothing, there is everything!'. After all, change is a responsibility that can be fun!
Seven stages that capture change
Vision: The foremost step that defines the future.
Strategy: What are the steps to be taken? Multiple scenarios need to be thought out, to figure out the steps that will yield the best results.
Organizational structure: Align the right people to the right job. Create the right linkages. Assign responsibilities and accountability well.
Technology: Use technology to make the running of the organization smooth and meaningful.
Policy: Decide with thought, the systems, methodology, and philosophy of the organization. Ask yourself what business are you in, and know the rules that run that game.
People: Your most important assets. Be clear not only about the skills and the competencies you require but also the attitude of the people you chose to hire. It will dictate your strategy towards a positive mind-set for change.
Culture: What are the key indicators being used to measure culture? What is the value system? For example, within MDI honesty and openness are promoted. A genuine concern for others, and a helpful attitude are welcome. Culture can be sown like a seed in the mind, and people moulded accordingly, but one still needs the right people with good intentions to contribute to a desired culture. MDI's motto is: Get out of the 'I' and get into 'We'! Share your knowledge and be a giver.
Throughout our conversation, Shrimali highlighted the necessity for change in society and people's responsibility to facilitate change. He also talked about setting the direction and implementing systems to make that happen, emphasizing on the 'change catalysts' and their role and importance. People who have the right competences, motivation, tools, and attitude to fulfil a mission are required not only in an organization but as commoners in the country as well.