Tinatin Rukhadze at the event of the International Institute of Sales spoke on the topic "How do we develop an employee if we do not change anything"

01.02.2023 2 Min Read
Tinatin Rukhadze at the event of the International Institute of Sales spoke on the topic "How do we develop an employee if we do not change anything"

On January 31, an event of the project of the International Institute of Sales - "How I develop an employee" took place.

During the meeting, Tinatin Rukhadze, Founder, Entrepreneur and Business Leader of ACT, presented the unique POWER3® organizational transformation model and talked about how strongly factors such as company vision, strategic goals and priorities, organizational culture, leadership and environment influence the which the employee must carry out his work, implement skills, as well as organizational resources, system and organizational mechanisms in order to be able to effectively use the new knowledge and skills gained by the employee and bring results.

On the topic “How do we develop an employee if we don’t change anything”, the founder of ACT voiced 3 main messages:

1. An employee is a part of the system - his development cannot take place if the whole system does not develop.

2. Create an employee development plan in an organizational context.

TIP: Ask at least 3 questions:

What organizational purpose does this employee's development serve? (vision)

Does this employee work in a development-friendly environment? (culture)

Is there an incentive and opportunity for the implementation of new knowledge/skills of the employee in the organization? (performance)

3. Finally, if the organization has a lot of "unfit" and "ungrateful" employees, then it's time to transform not the employee, but the entire system.

“It seems that we are all aware of the impact of the employee on the organization, but very often we forget about the impact of the organization on the employee. Organizations often plan the development of an individual or a team—from a personal, professional, or management standpoint—without considering the most important factor, that the worker is part of a large and complex system—called an organization.” - Tinatin Rukhadze said.

Among the speakers were Medea Tabatadze, founder and trainer of the consulting and recruiting company Insource, Craig Kramer, Executive Director of Sun Petroleum (Gulf Georgia).

The meeting, organized by the International Sales Institute, was attended by representatives of the business sector, directors of various companies and HR managers.

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The Pro Bono Network of Georgia held a final meeting of the year, during which the Center for Strategic Research and Development of Georgia shared the results achieved with member companies, plans were made for the future of the network and new members were admitted.

The Vice President of PYXERA Global, a member of the global pro bono network, introduced the companies to international experience.

At the meeting, Nino Kalandia, Head of Marketing and Communications at ACT - Analysis and Consulting Team, became the pro bono champion of the year.

Team, became the pro bono champion of the year.

“During the year I participated in various pro bono events on behalf of ACT, it was a great responsibility and an interesting experience. I thank the representatives of the pro bono network and all the organizations that have used the pro bono service for their trust." - Nino Kalandia said.

In May 2022, a global research and management consulting company ACT, with the involvement of Strategic Communications Manager Nino Kalandia, provided a free consultation to World Experience for Georgia (WEG). As part of the consultation, ACT developed a plan for an exploratory communication campaign. In particular, the stakeholders of the study, communication channels, etc. were identified. As part of the consultation, two working meetings were held between a representative ofACT and World Experience for Georgia (WEG).

Consultations on a gratuitous basis within the framework of the communication campaign were also provided to the enterprise "Chu". Chu is a social enterprise created to promote sign language that is trying to create equal opportunities in society through board games. While playing with Chu products, players learn words in sign language, which contributes to the process of socialization.

In October-November 2022, with the participation of Nino Kalandia, ACT held 6 consultation meetings with the public organization Safar, for a total of 14 hours free of charge. The purpose of the consultation was to develop/improve the marketing and communication plan of the cover donation platform. The communication meetings were divided into two parts: evaluation of the platform's existing communication plan and development of a new plan.

Pro bono services make the experience and knowledge of the private sector available to public organizations. In this way, companies help those groups of society whose interests are served and expressed by this or that public organization.

Pro bono activities are supported by the European Union and the Konrad Adenauer Foundation in the framework of the Civil Society Initiative project.

On December 16, Tinatin Rukhadze, founder and Vision Leader of ACT, spoke at the Modern Management and HR forum on the topic: organizational transformation and change management.

Change management remains a major challenge in modern management. POWER3® (THE POWER OF THREE®), ACT's unique organization and business transformation model, helps organizations overcome these challenges. The POWER3® model considers any solution along three dimensions: how well it aligns with the organization's vision and core goals, how well it aligns with the organization's culture and values, and how efficient it is in terms of resources and execution.

Transforming an organization with this approach gives companies a significant push to move in the right direction.

Forum "Modern Management and HR" was organized by Guram Tavartkiladze University.

Goals of the HR forum:

  • Discussion of the possibilities and tasks of modern management;
  • Discussion of new approaches to human resource management, personnel policy and strategy, employee selection process, talent management, professional development, career management and ethics;
  • Discussion of new, innovative management methods and identification of ways to implement them;
  • Search and discussion of new results in the field of organizational development, change management, reforms and improvement of organizational culture;
  • Development of recommendations on issues of modern management and personnel management.