Teamwork The Other Name of Voluntary Leadership

Teamwork : The Other Name of Voluntary Leadership

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A good team work exist when a group of people work together in close coordination towards a common goal and creates a positive work atmosphere thereby supporting each other so as to pool in individual strengths to enhance team performance. Teamwork is significant for an organization since it provides employees with an opportunity to bond with each other, which improves relations among them. Improved employee relations also result from the fact that teamwork boosts close coordination among members which has resulted due to increased trust among them.

The knack to perform synchronously as an individual and also with the employees is a vital element to attaining growth and success. Steve Jobs, the man behind the success of Apple Inc. changed the entire paradigm of living with his innovative and creative thoughts. However, without the support of his team of hard working and efficient employees’ abilities, it would have been impossible to incorporate and accomplish his ideas successfully. Therefore, in effect teamwork is extremely essential in order to accomplish the mission and goals of an organization.

In the present day world, it is next to impossible to survive in a workplace by being a master of one trade or even ‘jack of all trades’ unless an individual is inept to work as a team. Another crucial point that team members need to note is trust and respect for one another which is extremely important. Moreover, the success of a team also depends on the characteristics of a team’s leader. The brawl that had happened in the recent past with the noted television comedian Kapil Sharma and Sunil Grover (known popularly as Guthhi). The success of the comedy show “Comedy Nights With Kapil Sharma” lost its charm as the central character of the show are missing. No wonder the team leader has enough potentialities, but how long it is possible for him to be successful in pulling up the show’s TRP.

Even in an academic administration, the utmost challenge is to find the right set of administrators who have a passion for making a difference in the higher education or rather professional education. Academicians these days are willing to go beyond the conventional wisdom and willing to challenge the current situation for a dynamic and industry specific future for their students. Some of the universities across the globe are forging this new path with a great combination of administrators vis-à-vis academicians.

Few of the vital reasons to understand the significance of teamwork in a work place are :

(a) Team motivates unity in the workplace
(b) Team provides different perspectives as well as offers feedback
(c) Improved efficiency and productivity is possible to attain with a collaborative and supportive team
(d) Team provides active engagement and learning opportunities and above all
(e) Team promotes workplace synergy and allows to feel a greater sense of accomplishment.

Minus the ability to work successfully in a team environment can impede on the success of developing, formulating and implementing innovative ideas. The synergy of individuals is a brilliant instrument which brings glory at workplace.

People, the fifth P as we say in “Marketing” are the most important resource of an organization. Needless to say a business leader needs to pay utmost attention and nurture such significant resource of an organization. The stakeholders or precisely speaking, customers, can be happy only if the people of an organization are happy and improved productivity can happen only when there is apposite synergy among individuals.

The Future of HR

The Future of HR

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HR has been evolving a lot as a function in the recent times. The talent pool has been increasing, and as a consequence organizations are looking at HR as a strategic role more importantly than before.

SEE ALSO: Women in HR profession

In a recent survey done by the Society for Human Resource Management, HR professionals say that the three biggest challenges facing HR executives over the next 10 years are :

  1. Retaining and rewarding the best employees as in Talent Retention.
  2. Developing the next generation of corporate leaders as in succession planning.
  3. Creating a corporate culture that attracts the best employees and creating a talent pool as in Talent Engagement.

So if we look at the upcoming 10 years of HR, here is what will be different and dynamic :

HR will be flexible

As per a recent survey of SHRM, providing flexible work arrangements will be a top priority for organizations. 9 to 5 work culture may move to more flexi timings, as young professionals are looking for places where they can have the chance to take time off to be creative, be able to take a break without being monitored, or even work from home with pre-assigned objectives.

Employees want greater flexibility and will excel in their performance if they are allowed to adjust both their work and personal lifestyle. HR is starting to understand that, we see many startups and MNC’s implementing such methods and the next 10 years will only bring more of this.

HR will be more social.

Intranet, internal social platforms, and many other ways of promoting online collaboration and communication across the company will be part of HR responsibilities in the future. HR can use social tools to predict behaviors in office performance by giving extra benefits to high performers of the month or give incentives to employees who are great performers and represent the organization. The work experience will be taken live and will bring a stronger social component to organizations and their culture.

HR will be mobile

We all know that mobile is the new hot trend in almost every industry; HR is no exception. HR can be app based out of your smartphone in the future (organization specific) .You will want to leave comments, assign tasks, and when arriving to the office have your team already working on such tasks. You will want to able to check, while having a coffee before entering an individual performance meeting, what comments were given during the last meeting. You will want to be able to check how you’re performing in terms of workforce happiness, to check the latest stats on your mobile and give a report to your CEO.

All in all, the lifestyle of an HR person will not be desktop-based. It will be wherever they are, whenever they want and in fact mobile / on the move.

HR will be about data

How many days does it take to hire a new person? What is the best quarter to hire specific profiles? When are people the happiest throughout the year? Who are the most performing people and why? What are the trending skills we need to acquire in the next hire? These and many more questions are all connected to the hot topic of big data. But data is meaningless without interpretation and context. HR will have a great deal of responsibility in analyzing the data, interpreting it and making the right decisions in order to ensure the right acquisition, training, development and retention of talent, all a part of people analytics.

HR will be integrated

HR will be composed by tech savvy people, data scientists, and recruitment experts. People that are able to do copywriting, for job descriptions that correspond to the company culture. People that are able to read and interpret data and forecast trends. People that are on top of the latest technology and can solve problems or bring additional benefits to the company. People that are connectors, socially active and can attract more talents to the company. HR will be about diversity of skills.

The next decade is crucial for HR to evolve and become a key role in any organization. HR might no longer be a single department in the future. HR might be part of something greater in the years to come.

Education for Judgement

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The role of a manger is to make decision and to make a choice out of many options to lead organisation successfully to the next level. Can we teach how to make decision and to think strategically? It is hard thing to do . But thats what management programmes around the world claim to do. It is very easy for professors to teach management principles in a class room but it is very difficult for mangers to practice those theories in fast changing, disruptive and difficult world. The firefighting, the survival and making sense out of chaos fill manager’s or leader’s days and months. The outside change is so powerful that it is difficult to change the dominant logic of the company even if the leader knows that past success is no longer relevant in the new context. The example of Kodak and Nokia are too prominent on this. Management programmes claim to train people to become leaders? Can they do that . For sure, leaders can’t be created in a classroom and through classroom discussions . But what can be done in the classroom is that students can learn thoughtfully from their own experience and understand the context. They also get to know that leaders arise in the context. They understand context and attempt to adapt and change the context.

Even the modest aim of making student reflect on their experience and helping them to understand the context, a normal MBA class should not be taught like a normal post graduate class. In a normal class the teacher lectures and student absorbs and records and keeps the notes That’s where the case method scores over lecture method of teaching and learning. In each case study you get ample opportunity to understand the context of a decision maker and also reflect thoughtfully on your own experiences and learn from the connection

The case method of teaching and learning is difficult to practice. The traditional model of teaching and learning is based on the idea of transferring information from the teacher to students. The teacher controls the pace, sequencing and presentation. The teacher lectures and student listen and retains the essence of what is being taught . In this method the teacher provides the solution . In the real world no body has the solution When a manager goes to the real world he has to find solution on his own based on the knowledge and logical and gut thinking. He needs to think and asks questions to make sense of an emerging scenario on daily and long term basis

The case method is unique way of teaching as it teaches students to think and think for themselves. Any concept or theory which helps him to dig deeper in the case to make judgement needs to be learnt and applied . He should ask questions and should prepare his own answer. In an ideal case discussion scenario ,students can discuss and form opinion to take a particular decision. Learning to think is hard. Learning to think by using numbers and structured process is harder. Learning to think by connecting dots and form a holistic picture is the hardest. In the case method a student is co creator of knowledge and explains the context along with faculty unlike the the lecture method .

This is a difficult mindset to master where teacher ideally should not teach and students also feel confident enough to ask questions, think , challenge assumptions ,explain context, connect with their own experience . The mastery of judgement takes a lifetime .leaders also falter and make wrong decisions but they remain open about it as the self aware person . They have got nothing to hide. This self awareness leads to success in spotting new opportunities, in understanding context and people and taking to a new path

By teaching through case method, a faculty gets enriched by that process. He discovers the new facets through his students . He knows the deeply about the case but not everything. At the end end he connects the dot and enables students to see a interconnection between forces to make decision. A leader is also judged by the quality of his decisions, his assumptions about people and situation .

The great business leaders like Jeff Bezos of Amazon, Henry Smith of FedEx , Herb Keller of South west airlines, jack welch and Jeff Immelt of GE, Ratan Tata of Tata group, Narayan Murthy and Nandan Nilekani of Infosys demonstrate great many skills but the mastery of judgement comes from thinking though and understanding context and emerging future and being guided the strong values .

Case method of teaching and learning should be introduced in school to make sure that students learn that there are no right and wrong answers at the end. The context matters, the character matters and that get forged in the real world through hard work and perseverance and resilience .while knowing a certain body of knowledge is essential it the application which matters most

Teaching and learning by transferring information has become obsolete as Google and apps are going give information whenever required . But curiosity, learning to think, raising questions are critical tools on which future of learning seems to be based on . Case method despite its weaknesses fills the gap and is the most apt method for education for judgement

A Vibrant Campus Life at IILM

Campus Life,

A typical day on campus is exciting, challenging, zealous, active & inclusive. There is learning beyond the curriculum, which involves building on soft skills like teamwork, interactions, networking, and communication. The students are encouraged to pursue co-curricular interests, a variety of clubs and organizations exist on campus offering a range of leadership opportunities. They offer the scope of refining management and leadership skills, exploring interests and building networks.

Students at IILM have the opportunity to interact with business professionals & successful business managers in and out of the classroom set up all throughout the year. It works like a learning community where students are encouraged to make conscious decisions about the quality – rather than the quantity – of their engagement in a wide range of organizations, activities, and programs.

We also believe that students’ emotional and physical well-being is connected directly to their potential for academic, professional, and personal success. Through close collaboration and communication among faculty, staff, students, and their families, we work hard to ensure that every student is empowered to have a transformative IILM experience.

Some of the events that made a mark in 2016 -17 on campus with accompanied eminent personalities –

1. International Conference – PRME – IILM is one of the three business schools that are PRME Champions from Asia. PRME initiative is the largest organised relationship between the United Nations and business schools.

 

2. Annual Alumni Meet Up – Alumni Meet Up is an annual event to bring together the alumni & fellow batch mates to communicate and network with the current students of IILM. We also felicitate our senior alumni, reflecting on their journey with IILM that has enriched over the years.

 

3. Distinguished Global Thinker Awards – The 9th IILM Distinguished Global Thinker Award was conferred on Mr Naveen Jain in 2016. Naveen Jain is an entrepreneur and philanthropist – founder of Moon Express and Infospace.

 

4. PGDM Placement Week – Companies recruiting from IILM come from a diverse set of industries, covering almost 23 sectors. We have 300+ companies on campus offering job opportunities to students every year.

 

5. Annual HR & Marketing Conference – Departmental conferences are focus based discussions & engagement that is centrally constructed around continuous changes, innovations & ideas emerging out of management domains. Industry professionals are invited on campus across different sectors to have an engaged interaction with our students and faculty.

All in all, IILM is a vibrant & learning community where students are encouraged to make conscious desc ions in life pertaining to professional,  and personal counters. There are a lot many such events that are organized across all three campuses. Guest lectures, Alumni sessions, Management conferences, Annual college festivals, TEDx talks, Inter-campus debates and in house publications are just a few of the options available to the students to expand their horizons in terms of overall development.

Experience of a lifetime – IILM’s Global Study Program at International School of Management, Germany.

Global Study, , , ,

There’s a big world beyond the IILM campus, and a student can experience it through the golden opportunity given by IILM Undergraduate Business School as Global Study Program.

In order to be a responsible leader in today’s time students need to have first hand experience of cultures, organizations, and business practices around the world. In order to cater to this requirement IILM’s global offerings encompass a mandatory 3 week global study program.

This program was organized for the first time for our stage 1 students of 2015 – 18 batch. Based on the preferences, students were taken to International School of Management, at Hamburg, Germany. The entire program was sponsored by IILM and the partner school except that the students had to bear extra expenditures like food, travelling etc.

On the 8th of August 2016, 50 students collectively from both Lodhi Road and Gurgaon campus boarded Emirates flight for Hamburg, Germany along with the three faculty members. Ms Philipa , International Office Manager, ISM received us at the airport along with a coach to facilitate commutation from airport to the A&O Hostel where the students were given accommodation. While the travel itself, the students were handed over the ISD sim cards so that they can make calls to their parents and inform them about their safe arrival at Hamburg.

In addition with this the students were also explained about the rules and regulations to be followed at the hostel. Each and every student was provided on the same day with a train/bus card to travel nearby location for free of cost.

The students were also provided with a unique identity card inorder to seek entry into International School of Management, Hamburg, Germany.

This three weeks program was a blend of two modules, industry visits and cultural immersions. A highlight of this interesting curriculum is here.

1. Strategic Management: Prof. Qeis Kamran

The course covered the basics of strategic management, key elements, current trends in strategy, strategy thinking styles, the role of resources and knowledge, branding, decision making, organizational politics, international and collaborative strategies, strategy and innovation.  Module also introduced Prof. Kamran’s six forces model which challenged Porter’s five forces. This module was delivered through lectures, case study and visit to Google. The students appreciated the delivery of the course.

The professor made use of case studies such as  Volkswagen’s Clean Diesel Dilemma; University of Michigan; WDI Publishing, inorder to

2. Entrepreneurship & Innovation – Prof. A. Schonknecht

Course content included entrepreneurship and business development, innovation and business ideas, innovation strategy, business model development and business plan development. The module was delivered through lecture mode with the help of ppt.

Industrial and Cultural Visits in Germany 

Google

Learning Outcome: The students were able to relate the concepts learnt in the classroom. They learnt about the various strategies adopted by Google. This visit was a part of the module Strategic Management. A pre and post briefing reinforced the concepts delivered.

Feedback: Well appreciated by the students.

Lufthansa Technik

Learning Outcome: The students were able to witness the manufacturing and servicing of airplanes and learnt about the various ways a product is modified keeping in consideration the customer’s requirements.

Feedback: The students could not relate very well to the visit as it was more apt for engineering students.  It also became tiring for students to walk around the entire facility spread in acres. For all visits, transport arrangements must be looked into in the future programs.


Hamburg City Tour:

Learning Outcome: The students were informed and explained about the Hamburg city’s        heritage and culture.

Feedback: Liked and appreciated by the students

 

Hamburg Harbor:

Learning Outcome: The students got to experience Germany’s largest port – its gateway to the world. They were able to understand the significance of the port in Germany’s economy.

Feedback: Great visit, fully enjoyed by the students.

Overall the students had a great 360 degree experience in terms of classroom learning, industry visits, cultural immersions, hostel lifestyle, traveling using public transport etc.

 

Why Your Company Needs a B school Campus Recruitment Strategy

Why Your Company Needs a B-school Campus Recruitment Strategy?

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On-campus information sessions and recruitment is the most popular way for management graduates to find career opportunities after job boards, employer website and career fairs. Campus recruiting is also a great way for organizations to engage emerging talent. But campus recruitment comes with its own challenges. Attracting management students on their own turf needs a sufficiently unique approach – an approach that includes engaging resources, a streamlined application process, and some memorable activities.

Today’s job market is more dependent on young talent than ever before. According to the data released by the Census of India, India has an unrivalled youth demographic: 65% of its population is 35 or under (the critical demography category of 18-35 years of age is approximately 32%).

In such environment, premier management schools continue to be an important channel for selecting leaders for companies. Companies have started to work on campus recruitment into their strategy to further entrench their leadership positions. Employers have also enhanced their focus on hiring from top tier b-schools.

On-campus recruitment is catching the fancy of Human Resources’ departments in companies across industries because on-campus recruiting can create a pipeline of interns and entry-level hires that can help these companies grow. Campus hiring can also help companies reduce the attrition rate dramatically, an extremely important benefit as employees are switching careers more frequently than ever before. When it comes to millennials, they are actually job-hopping more frequently than previous generations.

On-campus recruiting is also important for promoting your brand. Many of your company leaders will be first exposed to your company on their b-school campus. Even if management graduates aren’t hired directly out of campus, these graduates will remember your company as they continue their career path, and will keep it in mind in the future. In short, some of your most talented business leaders of tomorrow are on campus right now, probably unaware of your organization’s existence. An effective campus recruitment strategy should aim to change that.

Feeling confused and lost? Well, please don’t! We have weaved together this step-by-step guide to help your company come up with an effective campus recruiting strategy. This guide includes questionnaire, checklists, timelines, and some tested tricks for getting attention on campus.

What-Lies-Ahead-for-the-Indian-Youth

What Lies Ahead for the Indian Youth

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India has the world’s highest youth population. According to 2011 Census, 62.5% of its 1.2 billion people are in the working population age of 15-59. On the other hand, Japan is the world’s oldest nation, with 25% of its population is above 65 years of age and by the year 2040, this is going to rise to 36%. In contrast, the proportion of dependents in India is going to witness a fall in the next two decades (often called demographic dividend), and this implies that the young population would be actively engaged in employment. This also implies a growing pool of buyers for goods and services who would engage in conspicuous consumption. During his visit to New York in 2014, Prime Minister Mr. Narendra Modi had proclaimed that India is blessed with “Democracy, Demographic Dividend and Demand”.

But one must not forget that the demographic dividend won’t last forever and in order to reap demographic dividend, India would need to scale up the skills and industries. A report by World Economic Forum (WEF) titled “The Future of Jobs” mentions the top 10 skills that would be required in 2020. These are: complex problem solving; critical thinking; creativity; people management; coordinating with others; emotional intelligence; judgement and decision making; service orientation; negotiation and cognitive flexibility.

These skills would become necessary to work in the milieu of so called the fourth industrial revolution. The first three industrial revolutions pertained to usage of steam, usage of electricity and usage of electronics and IT.  In essence, the fourth industrial revolution is a digital revolution. According to WEF report, this incorporates usage of robotics, self-driven vehicles, advanced materials, biotechnology and genomics. Yes, the boffins at WEF might have consulted all the screenplays of Steven Spielberg!

In 2015, Indian government launched Skill India campaign, which aims to train the youth in various blue collar skills and enhance entrepreneurship by the year 2020. But India experiences huge skills gap. According to the survey of Labour Bureau, only around 7% of persons aged 15 year and above received vocational training. In order to encourage entrepreneurship in India, the policymakers initiated the National Policy on Skill Development and Entrepreneurship 2015. They hope to enhance skills in three main areas, viz. soft skills, entrepreneurship, and digital literacy.

India’s Indian Information Technology (IT) service sector employs 4 million people, but the sector is experiencing slowdown in employment. According to The National Association of Software and Services Companies (NASSCOM), a trade association of IT and Business Process Outsourcing (BPO) industry, 150 thousand new positions were created in the IT sector in 2016, compared to 230 thousand positions in 2013. The same association predicts that field such as data analytics and connected devices will account for at least 38 per cent of Indian IT industry revenues by 2025.

At the time of this writing, I have been watching Live Stream of annual meeting of Berkshire Hathaway and its CEO Warren Buffet (one of the richest person and investor) has many investments. Among these, he owns a railroad company and an insurance company in USA. He mentioned in Q&A session that technologies like self-driving cars would make insurance industry redundant and artificial intelligence (AI) would disrupt the current economic system as there would be an adjustment in the economy that needs fewer human workers.

India as a growing economy and it is betting on IT industry as its future engine of growth, it cannot remain immune to these change. Indian youth needs to sharpen the skills and be ready to face the rapid future economic and technological disruptions.

Competing-Against-Luck

Book Review – Competing Against Luck: The Story of Innovation and Customer Choice [Clayton M. Christensen, Karen Dillon , Taddy Hall, David S. Duncan]

General Blog

Clayton M. Christensen, Karen Dillon , Taddy Hall, David S. Duncan : Competing Against Luck: THE STORY of INNOVATION and CUSTOMER CHOICE

Hardcover: 288 pages
Publisher: HarperBusiness; 1 edition (October 4, 2016)
Language: English
ISBN-10: 0062435612
ISBN-13: 978-0062435613
Product Dimensions: 6 x 1 x 9 inches

Being in the ‘Decade of Innovation’, this is yet another remarkable read on Innovation by Clayton Christensen and his co authors.  The name of the book ‘Competing Against Luck’ caught my eye, as that is the reality in which we all are living. It is an engaging blend of actual success stories and ways to implement the ‘Job theory’ given in a simple and easy to read language. It would be useful for both first time entrepreneurs, intrapreneurs and established organizations struggling to survive in the current environment. The guiding theme of this book is on reducing the struggle for entrepreneurs and established businesses in today’s world by focusing on understanding where and how to find the right opportunities to innovate and capitalize on them.

Christensen defines a Job as ‘the progress that a person is trying to make in a particular circumstance’. Thus what a customer seeks through a product or service is a job. This will help understand the reason behind anyone making choices and that should be the guiding factor of an innovation. The focus of this book is not on how to make a good product, but how to help the customer make progress in the job one seeks.

The book has a very definitive structure, wherein the first section describes the Jobs Theory, the second section describes how the Jobs Theory can be applied, while the third section gives examples of Jobs to be done in organizations.

Christensen, defines ‘Jobs Theory’ to expound why asking the right questions is so essential for sustenance. The same management team which leads a company to success is blamed once the company stumbles. Companies have fallen owing to other competitors bringing out cheaper and more convenient options or sometimes luck. Job theory explains how a company can innovate and create products that customers would prefer to buy. Thus the emphasis is on understanding ‘why’ of their behavior and what job helped them make progress rather than the ‘what’ or ‘how’.  It cites various examples that include Uber and Unilever to highlight this point. It reiterates that though disruption leads to innovation, disruption does not suggest ‘how’ a company can innovate or find new opportunities or what customers prefer to buy.

In the second section of the book, Christensen and his co founders go on to present various techniques to hunt for ‘Jobs’ or rather hunt for clues about where to innovate.  These techniques are very intuitive and well researched with good examples. They give a good starting point for people with an entrepreneurial mind set looking for a viable opportunity. Once an opportunity has been recognized, Christensen also insists on understanding the ‘emotional dimension’ of the product/service. He carefully explains how Todd Dunn, director of innovation in a healthcare organization, who primarily works on innovating how patient care and experience can be improved, got a better understanding about the tools and their utility for a doctor and patient, when he himself got admitted as patient due to a bad knee. Christensen also emphasizes that the experience that the customer derives from the product or service should be part of the solution to the job to make it successful.

Finally, the book gives valuable insights about what organizations must do in context of the ‘Job to be Done’. Taking the emphasis on customer experience forward Christensen highlights the need for differentiation of the product and requirement of the right processes in an organization. He defines various benefits that organizations can enjoy if jobs are clearly defined by using various examples like Unilever’s color changing soap for children aimed to kill germs. Thus Christensen questions the assumption that luck plays a role in innovation.

Overall it is a good read with valuable insights for organizations struggling to understand their customers as well as first time entrepreneurs hunting for an opportunity. Most of the examples cited are those where Jobs theory has been tried and tested and has been successful. That makes this book a MUST READ for SUCCESS!!!

Why You Must Experience The IILM PGDM Academic Journey

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“India needs you as future leaders. I look forward to following the success of the graduates from this school. You have a strong affinity to this school. Keep that affinity, give back; i think that’s really very important. I wish all the graduates and i am looking forward to collaborate with some of you in the boardroom as we start pondering about trade, business & studies in Canada.”

– H.E Mr Nadir Ptael, High Commissioner for Canada to India, addressing graduating students at IILM 2015 convocation.

There are a many reasons that made our students believe in the big academic journey of IILM, hence they decided to be a part of India’s leading business school. Watch their stories on our Youtube channel and get inspired.

Our students are trained differently from the typical classroom setting. They have sound academic knowledge supplemented with experiential learning that helps them do well at every on field project they undertake. They are armed with the concepts and skills required to make them a cut above the rest. They are confident and effective decision makers- ready to be recognized amongst the best in the country.

So, you are just one decision away to achieve the best of your academic & career goals. Fill in your details, and reserve your IILM admission seat for PGDM Batch 2017-19.

Become a Part of the IILM Alumni Network Leading the World

Alumni, ,

Long after our PGDM graduates leave IILM campuses, the alumni network that they became a part of continues to play a very crucial role in their professional and personal lives. Whether they are looking for good business leads or some job opportunities, are moving to a new city and building a social professional network, or for just about anything else, the IILM alumni network is there to help.

With over 9000+ alumni spread across 30 countries, the IILM alumni network is vibrant, engaged and growing with every passing day. The network is very active and passionate about helping each other. Many of the IILM alumni network testify that their career growth after IILM PGDM can directly be attributed to the alumni referrals and job postings on the network.

A lot of alumni also turn to the network for guidance and ideas on solving challenges that they confront at work. The collective input from IILM alumni network leads to faster and effective solutions. Organisations have come to deeply appreciate this and encourage their HR team to recruit more IILM graduates, from the alumni network as well as directly through placements.

With more than 9000 graduates as leaders in various entrepreneurial & managerial avenues: the IILM Alumni network is a diverse community of doers & achievers. The relationships that students will build and the support they will receive through Alumni will result into a lifelong professional & personal bond.

#AlumniSpeak
Hear from some of our graduates as what they have to say about the unique IILM PGDM experience.

Manish Kathuria IILM alumni“The IILM experience was truly fantastic.I still recall the multiple orientations which we have had at various corporates, which was the first brush with what was in store and helped in tuning ourselves better.”

– Manish Kathuria 
National Business Manager: Priority Banking

Kotak Mahindra Bank

 

Mohit Chopra IILM alumni“Globally benchmarked curriculum of IILM produces the vibrant, ambitious and  dynamic managers of future. I strongly believe IILM is building and fashioning entrepreneurs and leaders of future.”
– Mohit Chopra 
Product Head and Job fair and Events

Bennett Coleman and Co. Ltd. (Times of India Group) – BCCL

 

Kapil Chanana IILM alumni“I have only great things to say about IILM. I can state with confidence that my life has truly changed because of the quality education and knowledge i gained from IILM through professionals on board & the senior faculty on campus.” 

– Kapil Chanana 
Marketing Leadership 
Coca Cola India Pvt Ltd

 

We want you to know that you won’t be alone in this big IILM academic journey!

A community of 9000 graduates spread across over 30 countries have been a part of the IILM PGDM programme.  We keep in touch with all of our alumni, and also organise IILM Annual Alumni Reunion & Felicitation every year to bring them all together.

Media highlights of IILM Annual Alumni Meet 2017 – 

All this sharing and exchanging of resources and opportunities, socio-professional interactions and a strong support system are not only rewards in themselves, but also serve a bigger purpose. This all contributes to build a strong sense of belonging and promote a mind-set of helping the IILM fraternity.

So, come on-board and become a part of the IILM alumni network leading the world!