Ankita Kariwala’s Post

🌟 Breakthrough Success: A Five-Year Labor Agreement in Just One Month! 🌟 Sharing a jaw-dropping success story from one of our esteemed clients at Vanto Group. A few years ago, we helped a prominent mining company achieve something extraordinary – negotiating a five-year labor agreement in just one month! 💡 The Challenge: The company was preparing for labor agreement negotiations, a process that historically took an average of 8 months to finalize a one-year agreement. It was a daunting and time-consuming task, often fraught with challenges. 🚀 Our Approach: Over an intensive 3-week engagement, our team at Vanto Group worked closely with the company's leadership and union representatives. We facilitated transformative conversations and strategic interventions, aiming to bring alignment to the negotiation. 🌟 The Result: The mining company, with our intervention, successfully negotiated a groundbreaking five-year labor agreement in just one month! This achievement not only streamlined their operations but also fostered a more harmonious and productive workplace. At Vanto Group, we are passionate about driving such transformative results for our clients. If you're interested in learning more about how we can assist your organization, visit our website: www.vantogroup.com. #leadership #leadershipcoaching #leadershipdevelopment #leaders #leader #business #businesscoaching #businesstransformation #performance #management #managementconsulting #coaching #mentoring #ceo #director #transformation #entrepreneurship #personaldevelopment #development #sales #innovation #team #teams #teambuilding #consulting #consultants

Kumba Iron Ore, a subsidiary of Anglo American, faced a challenging context of dropping commodity prices that necessitated layoffs in February of 2016 and a strategic pivot under the new leader, appointed in September of 2017. Recognising the need to #transform the company’s #culture to support the new strategy, Kumba Iron Ore engaged Actuate to Craft, Activate and Embed a new culture narrative. Working closely with Kumba’s HR, Strategy and Communications executives, we implemented our signature Craft, Activate, and Embed programme. The Actuate - Kumba Iron Ore team partnered to bring a new strategic leadership code, reaching all levels of the organisation, to life. Over a multi-year engagement, Actuate rolled out a comprehensive, multi-faceted programme to effectively implement the new strategy and culture: • Leadership Alignment: Interactive workshops and toolkits for leaders to understand and model the principles • Phased Rollout: Monthly launches featuring posters, story booklets, videos, quizzes, and recognition • Employee Engagement: Large-scale culture-focused edutainment events and digital campaigns • Programmes Integration: Embedding principles into key HR and operational programmes • Ongoing Measurement: Colleague research to assess progress and impact One of the key challenges discussed was effectively reaching #frontline colleagues at the mining company to socialise the new culture. Mining colleagues worked in a physical environment and didn’t have regular access to digital communication channels. Initial attempts were made using existing training days, which mostly involved safety briefings and colleagues leaving early. Supervisors were also unable to dedicate meaningful time to culture during meetings. It became clear that Kumba Iron Ore needed a physical event to directly engage workers. They organised a Tswelelopele Day, where entire shifts were brought together. Interactive exhibits educated colleagues on each workstream and strategy through activities like bingo cards, and prize-incentivised participation. Our innovative change and transformation approach offers a model for mining and other organisations undergoing major strategic shifts. Through compelling #storytelling, leadership engagement, and a holistic activation programme, companies can effectively navigate #change and align employees to deliver sustainable results. #StrategicChangeMarketing #ChangeLeadership

This is such a great case study of the impact that Strategic Change Marketing can have on the culture of an organisation.

How to communicate your expertise without undermining your boss’ authority.

The Avoidance Paradox: Why Simply Axing People Isn’t a Solution Dismissing the CEO might seem like a necessary act of accountability, but it overlooks a critical aspect of true accountability. The “avoidance paradox” suggests that when leaders are removed after failures, they may never fully grasp the consequences of their actions, hindering real learning and growth. Setting the stage for repeat. A behavioral principle states behavior must come in contact with its consequence to be reinforced or punished. Without this, meaningful change is unlikely. Firing a leader may seem like punishment but often allows them to avoid facing deeper repercussions—such as witnessing the environmental damage, engaging with affected communities, or participating in remediation efforts. This “heads must roll” mentality raises important questions about handling leadership failures, especially in critical areas like environmental management. Is immediate dismissal truly the best course? Or should we ensure leaders remain involved, take responsibility, and learn from their mistakes? To foster genuine accountability, we must reconsider our approach. Agree? Disagree? Why?

We’re excited to feature Vijay K Singh, Group Director of Balasore Alloys Limited, on the cover of our latest issue The Most Inspirational Leaders in Business to look out for 2024. Under Vijay's visionary leadership, Balasore Alloys has excelled in the ferrochrome industry by embracing technology, enhancing system agility, and focusing on sustainability. His strategic approach has positioned the company as a leader in innovation and operational excellence. Click to read more! 🤩 - https://lnkd.in/d_wU2WkE Stay tuned for the digital link to the complete magazine! #OnlinePublication #DigitalSolutions #TheFortuneLeader #OnlineBusinessMagazine #BusinessSolutions #BusinesseMagazineforEntrepreneursinIndia  #GlobalCoverage #thefortuneleader #businessmagazine  #coverstory #Leadership #Innovation #BusinessExcellence #VijayKSingh #BalasoreAlloys #Ferrochrome #Sustainability #TechAdvancement #OperationalExcellence #IndustryLeader #NextGenerationManufacturing #BusinessStrategy #Inspiration

Year-end planning is in full swing! I am curious what the #MetalworkingNation is focusing on. What are your top 3 priorities in 2025? Mine are: streamlining KPIs, strategic growth (organic & inorganic), and aligning our performance with our culture statement. #ManufacturingLeader #YearEndPlanning #2025Goals #BusinessStrategy

🌍 Embrace Change in Drilling: Leadership Strategies Amidst New Regulations 🛠️ In a dynamic environment reshaped by new regulations and technological shifts, the drilling industry faces pivotal changes. Chad Decker of Devco unveils crucial strategies for proactive leadership and adapting operations efficiently. Dive into our latest article to explore how visionary leadership and strategic foresight can guide your drilling operations to thrive in an evolving market. 👉 Read more about how to stay ahead in compliance and innovation: https://lnkd.in/gwNnPC8z #DrillingIndustry #RegulatoryChange #Leadership #OperationalEfficiency #TheDriller

Our article (Vinberg Stig, Jan Johansson, Mats Jakobsson, Malin Mattson Molnar, Johan L., and me) on young managers in the mining industry has been published! https://lnkd.in/dSQaDeny We find that there is very little difference between younger and older managers in terms of their perceived work environment and their leadership behaviours. Instead, managerial experience and position seems to influence which leadership behaviours the managers practice. Still, we find that young managers experience some challenges in their role as leaders.

“How I Transformed a Struggling Team on an Aluminium Smelter—Using ‘Gung Ho!’ Principles 🏗️” Fifteen years ago, I found myself as the last supervisor assigned to an aluminium smelter project. I inherited a team made up of workers that no one else wanted (all fantastic people)—a group marked by low morale, missed deadlines, and ongoing conflicts. It was a tough challenge, (one of them really tested my patience) but I saw it as an opportunity to prove what could be achieved with the right approach. 💥 I drew on the principles from Gung Ho! by Ken Blanchard and Sheldon Bowles, focusing on three key elements: This is the part where it's going to sound like complete Psychobabble B.S. the only problem is... It f#cking works! 1️⃣ The Spirit of the Squirrel: I emphasised the purpose behind their work, showing them how their efforts made a tangible impact. 2️⃣ The Way of the Beaver: I empowered the team to make decisions and take ownership, allowing them to regain control of their roles. 3️⃣ The Gift of the Goose: I made a point to recognize and celebrate even the smallest wins, which gradually boosted morale. These principles, combined with a revamped work environment, led to a complete transformation. The team that once struggled quickly turned into one of the highest-performing units on the site, completing their part of the project ahead of schedule. 🏆 Here’s the kicker: when I left, the same supervisors who had offloaded these workers onto me wanted them back. It wasn’t the people who had changed—it was the environment they worked in. If you want to create a similar transformation on your projects, join my training this Sunday, where I’ll share the exact steps I took to make this possible! DM me the words "Gung Ho for the 🔗 link. #HighPerformance #TeamLeadership #ConstructionSuccess