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On March 21, Tinatin Rukhadze, founder and leader of the vision of ACT, spoke about the activities of ACT, what the company offers to business and how it strengthens organizations for their changes, in the BMGLIVE program "Tsertili" ("Dot") together with Telara Gelantia. The program also raised the following questions:
• Three forces of transformation;
• ACT - vision and mission;
• The importance of research and analytics for development;
• What does ACT offer customers and what does the market need?
• Cost of ACT services;
• Why are they leaving and how to stop the churn?
• What is the competitive advantage of ACT?
• ACT plans - inside and outside;
• What does Georgia need for development?
On BMGTV, the founder of ACT also talked about the main qualities of a good leader. According to Tinatin Rukhadze, the most important thing is that the leader be a source of inspiration for the team.
“Too often, managers and leaders think that good leadership means doing something better than anyone else. In my opinion, a good leader should inspire the team to create something better. Leadership means interacting with the team and supporting it. Managers often think that they have a lot of work and no time for communication, but the best thing a leader can do is to establish contact with employees, and then these people will do an excellent job" - Tinatin Rukhadze.
The full interview can be found at the link.
March 9 Tea Shamatava, Head of Human Resources and Organizational Development at ACT, within the framework of the HR hub Next project spoke on the topic “HR as a coach”.
HR Hub Next is an innovative hub for future HR managers, where experienced professionals in the field share their knowledge and experience with the younger generation on the principle of mentoring.
The purpose of the club is to increase the level of knowledge, professional growth and exchange of experience of young, novice professionals.
Within 1 month, 10 meetings are held on various important topics, which are led by HR managers from 10 different companies. Each mentor has 3-4 students.
Tea Shamatava, as a mentor, shared her knowledge and experience with novice HR managers within the framework of this project. Questions discussed during the mentoring process were how organizations with a coaching culture differ from other types of organizational cultures and how important is the role of the HR manager in this style of organization. During the meeting, the head of the HR and organizational development group of ACT spoke about the coaching competencies of an HR manager and the coaching thinking of leaders. She also introduced the participants to some of the tools that will be useful in the work of the new generation of HR managers.
On February 16, ACT co-founder and executive director Natalia Kvitsinashvili signed a memorandum of cooperation between ACT and the Institute of International Trade and Investment of the Asia and Gulf Business Chamber.
The memorandum aims to conduct joint research activities with the cooperation of the parties towards identifying favorable investment spaces in Georgia and at the international level, identifying trade corridors and studying labor market trends, as well as sharing research results at the local and international level for business, governmental and non-governmental institutions and the general public.
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.
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“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.
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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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