Guest Speaker Session by Mr. Farrukh Rashid, Head HR HUBCO

Mr. Farukh Rahid, currently the Head HR at HUBCO, has been, previously, associated with Engro and is a pro advocate of change management. And this was what his guest speaking session was all about when he joined the leadership class at IoBM on 8th April, 2017.

The session commenced with a brief introduction of the organization with which Mr. Farrukh is connected and the major issues that were prevailing within the organization back in 2013, which ultimately lead to introduction of change management headed by the speaker. Therefore, the session saw how exactly change management occurs with the real life example of HUBCO as narrated by the Head HR.

The three main bugs that resided within HUBCO were (i) weak base business performance due to sub-optimal plant performance, (ii) limited capability of developing, running and managing power businesses, (iii) and no growth plans. In the light of such issues, it was obvious that the organization is an immediate need of change; otherwise the future does not hold a pretty picture.

Keeping this in mind, Mr. Farrukh pondered over the equation that represents the element of change management, which is

(Quality of strategy & solutions x Acceptance by the people = Effectiveness).

In this equation, it is the acceptance by people that represents change. Now, the change neither occurs independently, nor it is a definite phase, rather a continuous process that needs to be carried on in order to generate results. Additionally, Mr. Farrukh discussed the elements of change that are imperative for it to happen and that without one of the elements the process is halted or incomplete. These elements include (i) creating a shared need, (ii) shaping a vision, (iii) mobilizing commitment, (iv) making change last, and (v) monitoring progress.

In his discussion, Mr. Farrukh further clarified that the execution of change was dependent on two critical factors among which the first was new senior management, who did not resisted such an intervention and rather helped ironing out the procedure to bring about a change. The second factor was that the organization was growing in terms of employees; therefore hiring of candidates who endorsed changed management and believed in such an intervention was done.

Nevertheless, any kind of movement, change or intervention does not sail smoothly, rather there are several ups and downs, some sharp and some subtle are faced by the intervention initiator. Not only this, but as the process occurs there are several lessons that are taught by the mobilization of any concept or idea. In the case of HUBCO, there are three to four main key outcomes that the management observed. The first one being: change starts from the top and not from mid-level or junior-level, before anyone else it is the board that needs conviction, organization should always conduct analysis to gauge their own capability, this means the right strategy, people and skills they possess and are they enough for such an intervention, and consultancy at all stages of the process.

In the end, Mr Farrukh dictated handful of learning that are associated with change management in any type of organization and those are as follows:

  1. Realize that change management is as important as the business strategy and other hard elements
  2. Focus on change management through a separate structure
  3. Have a standard change management framework and language
  4. Change is shared responsibility of line and HR management
  5. Trust is the key of any change management effort
  6. Create a vision for change, translate it into indicators and track them
  7. Identifying and gaining acceptance of change agent is crucial
  8. Proactively identifying and addressing the concerned people is the key. Come what may, fulfill you commitment
  9. Communicate, Communicate and Communicate!




14 Responses to Guest Speaker Session by Mr. Farrukh Rashid, Head HR HUBCO

  1. Asad Charania says:

    An amazing session on the change management. Practical application of the usage of change management models along with real life examples that took place during the course of change process that was held at HUBCO.

    Learned a lot of basic, yet very important and helpful, tactics from him in order to manage change and develop leaders from within a given organization one is working at.

  2. Saad Altaf says:

    Mr. Farukh emphasized on the point that if you intend to bring a change in any organization you need to convince the top management along with the employees of the organization. A successful chamge relies on your way of communication and how willing the people are to accept and adopt the chamge be it corporate culture, new technology etc.


    Amazing session by Mr.Farrukh on change management. He elaborates the process which includes multiple factors, key factors which I learned was change has to be initiated by top management, a convincing board member is much important as change is a continuous process and effective communication is a very important aspect of change management.

  4. Mahrooh says:

    Mr. Farukh has shared his valuable experience with us related to change management. He has rightly said that change always initiate from the top management and for implementing that change acceptance and capabilities are the most important factors. Acceptance is always determined through behavior. Beside these two factors, communication is the essential factor needed at all stages. Thus, change management is a strategy that keeps on going and is sustained.

  5. Sarah fatima says:

    An amazing session In which we learnt alot about leadership through change management. The formula for it is “quality of a solution × acceptance by people= effective solution” element of acceptance is change management, there should be a shared need for change. Then a vision is created, then we mobilize commitment and make the change last, then we monitor it’s progress. Another important thing to focus is communication; communication with employees is really important. Then the element of trust is there because only then change can happen. Rumors arrive when there is lack or no communication.

  6. Nabiha jawed says:

    Very practical session on change management with hands-on experience of Mr. Farrukh.He believed that change starts from top to bottom and there should be shared need for it.It is important to question your capability as it guides to give more meaningful application to your vision. Passion without capability is useless and the more you communicate, the easier it gets.

    • Blue says:

      Your own inner beauty is reflected in the way you capture a moment in time. You are truly gifted and I know this venture will be a success. The synergy of the human spirit and the talent you posess has produced and will continue to produce real works of art to be treeduras.

  7. Fajar says:

    Mr. Farrukh provided great inspiration both from his personality and through his conceptual understanding on how change on a massive scale occurs in organizations. He shared the keys of successful transformations. One point which struck me as the best advise for successful transformations is the acceptance of the fact that change is necessary to prosper. He also highlighted the importance of treating change as not having a definite start and a definite end, Rather’s consider it as a continuous process. Great session.

  8. Mohammed Shariq Abbas says:

    It was a very interesting session by Mr. Farrukh, the head HR Hubco on change management. The most challenging work as for him was during acquiring the plants of narowal and hub as previously hubco was not running these plants. So it was a great challenge that was handled in a much efficient way. Further, change is very much necessary for a company that helps in its growth and also change in environment for employees.

  9. toobasohail says:

    A learning session by Mr. Farrukh. He explained us “Change Management” by giving us practical and real life example of HUBCO. He depicted future of HUBCO that required an immediate change within an organization. The equation given by him consists of elements of change management i.e
    (Quality of strategy & solutions x Acceptance by the people = Effectiveness) which shows that it is the acceptance by people/ employees that represents change. This equation added information in my knowledge. One important thing that I learned from him is that change starts from the top senior management and not from mid-level or junior-level. They should be convinced first. He further explained us that trust is the key of any change management and to identify and addressing correct & concerned people is necessary via strong communication skills.

  10. aisha556 says:

    Mr Farukh the head Hr at HUBCO conduct an interactive session by giving us practical and real life examples of HUBCO. a session in which he explained us the change management that change always initiate from the top management. Mr. Farrukh further clarified that the execution of change was dependent on two critical factors among which the first was new senior management, who did not resisted such an intervention and rather helped ironing out the procedure to bring about a change. The second factor was that the organization was growing in terms of employees; therefore hiring of candidates who endorsed changed management and believed in such an intervention was done. In the end Mr Farrukh stated that change should be acceptable by the company for a good business strategy implementation.

  11. Blogging :) says:

    Thanks to Mr. Farrukh for haring with us the real life example of HUBCO regarding change and change management. Main points which he explained were that the change is initiated from the top management, it is the top management that predicts the change and implement it but for that top management has to go through a process. The key is not to communicate the change and convince each and everyone but the key is to target those A players who can influence masses. If you get those people who are influential on others so that single person can be helpful to convince many for the change or decisions to be implemented. Then there should be a separate team to monitor and evaluate that change, there should be a separate unit for those initiatives. It is the belief of employees also in bad times which takes the organisations on high. If employees have belief in organisations in bad times that the company will grow and we can sacrifice now for the better tomorrow, that makes an organisation successful.
    Another interesting thing was that he said you should follow models but chose any one model first and then follow that and implement that around you. Getting many models at one time may nit be that successful. So chose one model and follow that. At the end he explained how organisations learn from past as HUBCO learned now for a separate team for any takeover or merger and change. He also said that it is very important to fulfil commitments even if you are not benefited but once you have committed something then stood to it. Thanks Sir for such a wonderful thoughts.

  12. annie fatima says:

    this session gave us real insight of how company’s cope up with change and how top management plays the key role in it. Mr farrukh gave the real life example of HUBCO that how he brought change and also managed that changed. He emphasized that change has to start from the start and the best way to initiate change is not through convincing people to change but to convince the opinion leaders of the masses to influence the employees. Change should not be left unattended after it is implemented, rather it should be monitored and managed closely. All in all, it was a really valuable session.

  13. Kinza says:

    A great seasion from Mr. Farrukh which is based on change managmmt, he basically shared his experiences and examples of HUBCO. He shared about change managmmt he believes that change comes from top mangment not from bottom or junior level and this is really important for company as company’s strategies and hard works and it is connected to vision then u need to analyze the situation and then you can implement that change process and most importantly vision should be realistic and it is a combo of skills and strength for that you have to make sure that about the capability, ask yourself do we have capability you have to be mentally prepare to accpt the change.
    Quality of solution * acceptance = effective solutions
    He shared his views with the help of this equation that basically gives the whole scenerio of how the change executes, first you must have quality solution for that you have to analyze everything then you can male a solution, 2nd thing is you and your team ready to accept the change and in this trust is the basic factor and then you can finally have a effective solution. Change vision and Change is a core function of any good organization amd for these processes communication is a key element.

Leave a Reply

Fill in your details below or click an icon to log in: Logo

You are commenting using your account. Log Out /  Change )

Google photo

You are commenting using your Google account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )

Connecting to %s

%d bloggers like this: