kishor Jagirdar

For 4 years tried so many ways to make a difference to the police department with the Project Parivartan that now has already crossed over 1 lakh people  recipients across India. What started as an intent to reach out to the people and energize the population to channelize the discontentment, frustration and anger emerging from the rapid changing environment and living spaces out of the cultural clashes, social conformity to a more energized and constructive effort in being change in action..today has reached a new frontier with the Police Force The changing times calls for different role to be played and demands a more pro-active ability to comprehend and deal with people engagement. The Police have to be more a facilitator than a vigilante. The increasing distribution of wealth and purchasing power of the middle class families besides the metros indulgent culture has brought serious issues like domestic violence, cyber offenses, gender rights, crime rates all amounting to...

The energy to drive and realize the goal is something that keeps changing and raising the bar in performance that slowly after a period in time starts to engulf the space all around. But before this happens the energy is potentially captive in the dormant mode and in restive stage. Deep inside it’s incubating itself in the womb of time to flower at the right time and glow. But till then when energies are coming together often there is self doubts and judgmental perceptions that seems to be so overpowering that it makes one feel so insecure in anxiety and yet the bond of the INTENT keeps us going further and further. Without losing the sight of the INTENT on the landscape if we keep moving often the unseen and unimaginable potential can be unlocked when the energies all confluence together in synergic embrace on oneness. Some kind of deep contentment and deep satisfaction emerges dispelling all the fears and anxiety to a beautiful place where possibilities are galore and everyt...

Tremendous organizational energy can be released if the CLO can identify, train and galvanize key influencers to lead the transformation toward operational excellence. Front-line workers - those who are closest to the products or services the company delivers - have historically been undervalued and ignored in the major activities and decisions of many organizations. However, these workers are the ones who best sense and respond to the magnitude of change in today's market. Being closest to the action, they are constantly accumulating market experience and knowledge and are the first filter for trends. Ideally, these workplace "heroes" are free to focus solely on leading and driving change. However, more often than not, they are tackling these initiatives on their own time. Directly or indirectly, they implement new processes, train employees on new procedures and act as role models to demonstrate new and better ways to work. It is the heroes who are the key to successf...

Habits are a normal part of every person’s lives, but it is often counterproductive when dealing with change. As humans we are not very good at changing. We see changes as a negative thing, something that creates instability and insecurity. A normal change management process often evolves trough number of mental phases: Stage -1 Shock Where we see disruption in our paradigmn Denial Where we fight the change and protect status quo. Frustration and anger When we realize that we cannot avoid the change and we become insecure because of lack of awareness. Stage - 2 Negotiation and bargaining Where we try to save what we can. Depression When we realize that none of the old ways can be incorporated into the new. Stage -3 Acceptance When we accept the change, and start to mentally prepare ourselves. Experimentation Where we try to find new ways, and gradually remove the old barriers. Stage - 4 Discovery and Delight When we realize that the change will improve our future possibilities. I...