This is a special presentation for the Tenneco leadership team

1. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Leadership &
Change
Transformation and Growth In
These Turbulent Times
Roshan Thiran
linkedin.com/in/roshanthiran
facebook.com/roshanthiran.leaderonomics
Leaderonomics
Special Leadership Talk
Session with Tenneco
Special Talk for Tenneco Leadership Team

2. Growing People into Leaders . Building Communities of Love . Transforming the Nation
LEARNING & ENGAGEMENT INTELLIGENCE ORG
Leaderonomics Today
A gamified
Employee
Engagement
platform founded on
behavior science and
driven through AI.
Create a happier
more productive
workplace through
meaningful
experiences.
Happily
A Mentoring
Platform that
facilitates the
establishment and
continuation of
meaningful mentoring
relationships through
initiating of intentional
conversations.
A Learning
Experience Platform,
the first AI knowledge
cloud for unified and
personalized leadership
content discovery.
Mobile-first online
learning platform pulls
content from multiple
sources to fulfill your
learning needs.
A Feedback
Platform that
facilitates an “always
on” exchange of
solicited and
unsolicited
feedbacks. Create the
right culture by
increasing
engagement and
transparency.
A Learning
Management System
that delivers diversified
online and offline
learning experiences
that are skills mapped
and tracked.

3. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
My Evolution into the world of Transformation
10. Johnson & Johnson
Industry : Healthcare
Function: HR
Global Role
9. GE Asia Pacific
Industry : Multi
Function: HR
Asia Role
7. GE Aircraft
Industry : Aviation
CFO & Biz Leader
8. GE Crotonville
Industry : Multi
Function: HR
Learning Leader
6. GE CIG
Industry : Multi
Function: IT
Project Mgmt Global
5. GE Capital
Industry : Financial Service
Function: Finance/Sourcing
Europe Leader
4. NBC Universal
Industry : Media
Function: Finance
Product Leader
1. GE Investments
Industry : Investment Banking
Function: Business Dev
Individual Contributor
3. GE GCS
Industry : Oil & Gas
Function: Finance
Inventory Mgmt
2. GE International
Industry : Multi
Function: Finance
Analyst Global
12. Leaderonomics
Industry : Multi
Function: CEO
Business leader
11. Star Media Group
Industry : Media
Function: CEO
Business leader

4. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Taking the worst
in the world

5. Growing People into Leaders . Building Communities of Love . Transforming the Nation
To becoming . . . The Best Overhaul
Shop in the World #1

6. Growing People into Leaders . Building Communities of Love . Transforming the Nation
THE SCIENCE OF
TRANSFORMING
ORGANISATIONS
The Science of Transforming Organisations

7. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The World is changing at Unprecedented levels

8. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Physical Biological Digital
The Fourth Industrial Revolution

9. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Adding to the Madness – COVID-19 Saga
WORK-FROM-
HOME
The new normal is
changing daily
ENGAGING
EMPLOYEES
Social distancing is
creating significant
engagement issues
BUSINESS ISSUES
Cash flow, revenue
halted, supply-chain
disruptions etc
OPERATIONAL
CHALLENGES
How do we
operate and
continually sustain
in this phase?
Security

10. Growing People into Leaders . Building Communities of Love . Transforming the Nation
10
Growth
Time
Launch
Growth
Scaling
Best time for
Transformation
& Reinvention
Maturity
Decline
Crisis
Non distress restructuring and mindset
Typical Organisation’s Lifecycle:
Most common
time for
businesses to
Transform &
Reinvent
(generally
resulting in
Business
demise or doom)

11. Growing People into Leaders . Building Communities of Love . Transforming the Nation
11
Growth
Time
Launch
Growth
Scaling
High Growth
businesses
equally affected Maturity
Decline
Crisis
Death
Zombies
Viable
Survival
Recovery
COVID-19 Hit Organisation Lifecycle:
Many
businesses
suddenly
become crisis
biz

12. Growing People into Leaders . Building Communities of Love . Transforming the Nation
WHAT DOES TRANSFORMATION MEAN TO
THE PEOPLE IN OUR ORGANISATIONS?
WHY IS TRANSFORMATION
SO PAINFUL & WHY DOES IT
FAIL?
Less than 20% of Transformation or Change Projects Succeed

13. Growing People into Leaders . Building Communities of Love . Transforming the Nation
TRANSFORMATION
= CHANGE
What is transformation?

14. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Because of people …

15. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Because people fail to
change . . .

16. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The only person who likes
change is a wet baby.
Attributed to Mark Twain
Quote

17. Change has a considerable psychological
impact on the human mind. To the fearful
it is threatening because it means that
things may get worse. To the hopeful it is
encouraging because things may get
better. To the confident it is inspiring
because the challenge exists to make
things better. As leaders, we need to lead
our people and enable them to be
confident in transformation

18. Growing People into Leaders . Building Communities of Love . Transforming the Nation
They always say time changes
things, but you actually have to
change them yourself.
A Leaderonomics Saying

19. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Transforming Organisations (SOTO)
Resolving Organisational Constraints
Culture
- Beliefs in organisations
- Experiences reinforce
wrong beliefs
- Beliefs changed by rituals
- Intentionally designed
culture vs default country
culture
Business Model
- Wrong business model
- Bad strategy and execution
- Inferior or obsolete
products/services
- Lack of future pipeline
- Lack of technology
& innovation
Structure
Systems
- Structure drives behaviour
- Process/structure does not
support business model
- Misalignment of
processes versus
culture
Alignment
- Clarity across the
organisation – both
meaning and expectations
- Are leaders aligned on
vision, mission and key
goals of the organisation?
LEADERSHIP
Note: The 4 constraints model is based on the work
of Roshan Thiran who spent more than 20 years
studying various successful and failed organisations.
The model is copyrighted and has been used in many
successful organisational growth, transformation and
scaling projects

20. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transformation
Above all,
a leader must be
_________.

21. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transformation
Above all,
a leader must be
clear.

22. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Where are we today? What’s the reality at Tenneco?
Ability/Achievement
Vision & Dream
4 Alignment Clarity needs for your team. . .
Are you changing?
Are you executing?
What’s the
PLAN?
KR1
KR3
KR2
Mission Clarity
Vision Clarity
Reality Clarity

23. Growing People into Leaders . Building Communities of Love . Transforming the Nation
The Science of Transforming Organisations (SOTO)
Resolving Organisational Constraints
Culture
- Beliefs in organisations
- Experiences reinforce
wrong beliefs
- Beliefs changed by rituals
- Intentionally designed
culture vs default country
culture
Business Model
- Wrong business model
- Bad strategy and execution
- Inferior or obsolete
products/services
- Lack of future pipeline
- Lack of technology
& innovation
Structure
Systems
- Structure drives behaviour
- Process/structure does not
support business model
- Misalignment of
processes versus
culture
Alignment
- Clarity across the
organisation – both
meaning and expectations
- Are leaders aligned on
vision, mission and key
goals of the organisation?
LEADERSHIP
Note: The 4 constraints model is based on the work
of Roshan Thiran who spent more than 20 years
studying various successful and failed organisations.
The model is copyrighted and has been used in many
successful organisational growth, transformation and
scaling projects

24. Growing People into Leaders . Building Communities of Love . Transforming the Nation
What drives Results?

25. Growing People into Leaders . Building Communities of Love . Transforming the Nation
ROSHANTHIRAN
WEBINAR
SERIES 2020
BY
SPECIAL
SESSION FOR
TENNECO
But What Does
this mean for me
as a person?
ORGANISATIONAL
CHALLENGES

26. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Personal Growth and Learning Curves
Growth
Time
Understanding Our Own Development Process

27. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Performance Versus Expectations
Performance
Time
Our company’s Expectations
“Performance Bar”
Its all about Failure & Struggle

28. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
And continuous growth
The Bar Gets Raised Each Year
The “Performance Bar” and
company expectations keep getting
raised every year

29. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
And continuously changing Expectations
Raising the Bar

30. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Time
Performance
. . . The Employer Perspective
The confusion & dismay
Falling Below the Bar...

31. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
Growth as a Constant
Growing yourself to your full potential

32. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Growth
Time
Times of Crisis are painful – but they
accelerate your growth
Crisis & Crucible Moments

33. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Big Question:
What is blocking me?
Why is it so hard for me?

34. Growing People into Leaders . Building Communities of Love . Transforming the Nation
PSYCHOLOGICAL HOSTAGE
PHYSICAL HOSTAGE
WE BECOME HOSTAGES TO STATUS QUO

35. Growing People into Leaders . Building Communities of Love . Transforming the Nation
FEELING POWERLESS
• Feeling Powerless is the first sign to being
taken hostage
• Powerlessness poisons the person through
feelings of helplessness & entrapment
• This poison creates an endless cycle of
negative interpretations of reality
• Typical hostage words:
✓ I have no choice
✓ I am trapped
✓ I feel terrible
✓ I just hate this
✓ It’s going to be another one of those days
THE STOCKHOLM
SYNDROME
Randolf Dial kidnaps Bobbi
Parker for 11 years
➢Was not handcuffed
➢Drove alone and could escape
➢Why? Did not escape because
of her own fears and feeling
powerless

36. Growing People into Leaders . Building Communities of Love . Transforming the Nation
« I insist on being called
a survivor,
not a victim. A victim …
means I somehow
belong to somebody or
I'm suffering
because of him.
I'm not suffering.
I'm thriving. »
Adrienne Haslet-Davis,
Dance Instructor & Boston Bombing
Survivor
DON’T BE TAKEN HOSTAGE BY ANYTHING

37. Growing People into Leaders . Building Communities of Love . Transforming the Nation
WE PLAY NOT TO LOSE NOT PLAY TO WIN

38. Growing People into Leaders . Building Communities of Love . Transforming the Nation
WHERE IS YOUR MIND’S EYE’s FOCUSED ON
STATE RESULTS
FUTURE
PAST EXPERIENCES MIND’S
EYE
Keeping
Your
FOCUS
Negative Focus
(Pain)
Positive Focus
(Benefit)
Losing Cycle Winning Cycle

39. Growing People into Leaders . Building Communities of Love . Transforming the Nation
“– a single cockroach will completely wreck
the appeal of a bowl of cherries,
but a cherry will do nothing at all
for a bowl of cockroaches.”
Daniel Kahneman, Thinking Fast and Slow
NEGATIVE DOMINANCE

40. Growing People into Leaders . Building Communities of Love . Transforming the Nation
GRIEF PREVENTS CHANGE
Attachment
(comfort)
Bonding
(interest)
Separation
(preparation)
Grief
(identity)

41. Growing People into Leaders . Building Communities of Love . Transforming the Nation
STAGES OF GRIEF
Denial Gratitude
Acceptance
Rationalization

42. Growing People into Leaders . Building Communities of Love . Transforming the Nation
New thoughts
and behaviors
Status Quo Zone of Disruption Zone of Adoption Zone of Innovation
Performance
Time
Change is
introduced
Point of
Decision
New result
Change Zones – Organisation’s Grief Cycle is the Same

43. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Status Quo Zone of Disruption Zone of Adoption Zone of Innovation
Performance
Shock
Numbness
Denial
Emotional Outbursts
Anger
Fear
Searchings
Bargaining
Panic
Guilt Isolation
Lonelines
s
Depression
“Re-entry” Troubles
New Relationships
New Behaviors
New Patterns
Hope
Acceptance
Coaching others
Higher Results
Inspiration
Recognition
Pride
New Ways
Time
New thoughts
and behaviors
Change is
introduced
Point of
Decision
New result
Change Zones – and the Grief cycle

44. Growing People into Leaders . Building Communities of Love . Transforming the Nation
CHANGE AND LOSS
1. Loss of attachment
➢ (who am I connected to?)
2. Loss of territory
➢ (where do I belong?)
3. Loss of structure
➢ (what is my role?)
4. Loss of identity
➢ (who am I?)
5. Loss of future
➢ (where am I going?)
6. Loss of meaning
➢ (what is the point?)
7. Loss of control
➢ ( I feel overwhelmed)

45. Growing People into Leaders . Building Communities of Love . Transforming the Nation
What
Does This
All Mean
& what
should I
do?

46. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Be Stupid (Humility)
Be Humble – Ask Questions
“The greatest enemy of knowledge is not
ignorance; it is the illusion of knowledge”
Stephen Hawking

47. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Be Hyper-aware

48. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Hyperawareness: the ability to constantly scan internal and external
environments for opportunities & threats, not to know how we can solve a
problem today, but to know how we can solve it for tomorrow.
Developing Hyperawareness
through curiousity
• Be aware of the situation : look out of what is going on in your environment
• Be aware of non-verbal communication with others (body language, tone,
mood, etc)
• Overall understanding of business models and the changing nature of
industries and how things get done

49. Growing People into Leaders . Building Communities of Love . Transforming the Nation
No. 1 reason Why
People & companies
Cannot Change…
Cannot Connecting The Dots
“While each company had its own
unique circumstances, they all
failed to catch one thing: a
market transition. Some were so
focused on winning the game
they were playing they didn’t
notice a new game was starting
on the next field… they did the
right thing for too long”
Be A Dot Connector

50. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Build The Future

51. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Hyperawareness, Connecting the Dots & Building the
Future

52. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Leaderonomics 2013 Leaderonomics 2019
My Story: Building the Future

54. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Q&A

55. Growing People into Leaders . Building Communities of Love . Transforming the Nation
Transforming the nation, one person at a time.
Thank you
For partnering with us on this amazing journey!
Company: www.leaderonomics.org
Leadership Resources: www.leaderonomics.com
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