Azmathulla Khan is a member of:
Current Company and job profile
Working as a Associate Director - ERP SAP/ IT Services at Mindtree Ltd.
Primary responsibility includes ERP Program Management, Pre-Sales/Delivery Management,Customer Engagement, Transformational programs and Change Management
Important career decisions
Shifted from Technical Support to ERP and from servicing local Customers in India moved Globally across North America, Europe, Middle East and APAC region to add value to International market and am a proud bangalorean to represent international market
I actively participated and driven multiple organizational events and project management and program management initiatives to PM Community inside and outside Mindtree. Today i am a mentor/evaluator and guide for global Project Managers and Program Managers. Delivered many sessions in global forums.
Awards and Recognitions
> TEAM SPOT AWARD twice,
> BEST BUDDY MANAGER
> MISSION POSSIBLE AWARD
> OUTSTANDING PERFORMER
> NOMINATED FOR ROLE MODEL MANAGER TWICE
> CUSTOMER APPRECIATIONS AND TEAM MEMBER APPRECIATIONS
> PAT ON BACK FOR effectively managing teams
> SHINING STAR AWARDS, ZILLION AWARD,etc...
Excellence in Management
I have been managing large transition programs in IT, Large PRogram Management/ Delivery Management for global customers, Actively involved in driving organizational PM activities inside and outside Mindtree.
I am a mentor for Project mgrs and Program Managers in Mindtree and outside Mindtree too.
Tech Management matters more on
Think at a broader vision of the projects, programs and Organizational goals. Think on value adds you can provide from your earlier technology experience to guide teams to work on innovative solutions.
Need Technical Managers to be people friendly and show EMPATHY to team and customers
Advice to upcoming leaders
Keep Employee Career plan in mind while working with them. Be more a coach than a manager to help your teams grow.
Also be open to feedbacks and learn techniques of Negotiations and effective communication with all stakeholders (customer, team, mgmt) and manage Risk Mitigations well.
Aspect s consider to training for fresher
Freshers need more practical experience and just training them on theory and giving some dummy assignment will not work rather partner them with experienced resources to gradually observe and simulate more and more complex scenarios step by step to help them groom better. Also lay a clear careerplan
Vital management function for Appraisal
Employee Career advancement and Project Performance both needs to be balance well as both go hand in hand for each others success.
I would keep these 2 key aspects in mind while preparing appraisal reports.
I would promote Co-located teams however AGILE distributed teams also works well from my experience. Co-located will have maximum Face to Face however AGILE distributed teams will work on Virtual meetings/ Video Conference (to get similar face to face but via Video Conference)
Handling of Mess with employees
Ego/Attitude of multiple people in a multi cultural team (where i had to manage people from US, Europe, Middle East and India in the same project..senior consultants were made to agree on solution of another senior consultant as it was required for ERP integration by myself sharing practical impact.
View point on current IT system and suggestions
Information security has been an area of improvement over the recent years. It is vulnerable to Hacking, Viruses,etc....
Need to build a robust service portfolios to keep Information security as a key focus right from setting up the platform till the managed services state.
Changing trends in Tech field
> More investment in Software as a Service (SaaS)
> The rise of master data management (customer master, HR Master, Vendor Master, Material Master,etc...)
> HR will assume a strategic stance. Focus more in single sign On,etc....
> Stop spending on legacy systems
Strengths and Weakness
>Strength: Hard working, Commitment, Customer friendly and Team friendly
> Weaknesses: Restless if work is incompleted, Dont get angry on team if work is incomplete by them
Motivation for team members
> Develop and discuss Individual career plan for each team members even if the size of my team is more than 40+.
> Discuss regularly on their progress
> Include innovative award, reward and recognition mechanism (Tangible and In tangible in front of Customers, teams and management)