LSIP Process – 10th April 2010
This special event was facilitated by Ms. Shabeen Narang (Training Director- Fullerton India), designed by Ms. Anjali Raina( Head- Harvard Business School-India office) and supported by Mr. P. Vijayan(Faculty- WeSchool).
While an earlier mind-mapping exercise(facilitated by Dr Tanaya Mishra and Dr Bhoon of ACC) captured the voice of the EC members, the LSIP was held to capture the voice of a microcosm of over 50 HRD professionals in Mumbai(both Members and non Members). LSIP (Large Scale Interactive Process) is an OD intervention that is deployed to capture the voice of small and large groups towards creating ownership for road map development and also to declare commitment to participate in delivery and governance.
The key process steps were as follows :-
- Voice of the Customer This involved listening, from the non HR fraternity, to stakeholders of the HRD process The stakeholders represented in the LSIP were HR Fraternity, SME, Non HR, Regulators, NGOs, CSR, and Students & Educationists
- GLAD MAD SAD It involved asking participants what they were GLAD, MAD and SAD about with the Mumbai Chapter, followed by categorization.
- Multivoting Involved group wise agglomeration around macro themes/topics.
After the multi-voting, seven themes/areas of intervention emerged. These would be then reflected upon by the President, new EC and other volunteers, to craft a road map for the Chapter
- Promote deeper and wider Networking
- Greater use of Technology in Chapter Management and Service delivery
- Greater inclusion of Gen Y, Gender based Diversity
- Enhance linkage with academia/research to build knowledge and competence
- Improve quality and impact of services
- Promote Innovation
- Improve Branding
The above output generation was followed by a Perspective speech by Prof.Dr.Uday Salunkhe.
The speech brought in the content generated and focused on the need to build partnerships as a route to enhancing impact and visibility.
Some of the possibilities that were articulated included partnership with Govt. institutions, strengthening industry-academia-research interface and develop integrative frameworks and initiatives to influence the larger eco-system.
He also stressed on the need to focus on the ‘spaces’, beyond HR, and emphasized the need to measure and intensify the quest for building success and contentment. (an eg: being the Happiness Index in Bhutan)
This path breaking event was well received and set the tone for the new Chapter Leadership team to plan for the next 18 to 24 months.