Leadership Solutions

We support organizations by enabling systemic changes that impact profitability, reduce cost, and promote employee engagement by offering interventions and solutions customized to address specific client needs. Pragmatic and comprehensive in our approach , we seek to translate business delivery outcomes into design foundations of all our work. Therefore we design and implement customized interventions using a structured application of behavioral science knowledge, industry expertise, psychometrics and analytics. We support clients to improve organizational effectiveness and efficiency through a differentiated approach to transform and energize the organization by specifically focusing on :

• Organization Culture
• The Leadership Journey
• Leadership Competency Framework and related offerings
• Teams
• Building and Sustaining a performance culture

Organizations strive to incorporate diversity to improve productivity and to remain competitive. Diversity initiatives are gaining tremendous importance in the current global context . Organizations do not implement diversity programs just because it is the social, legal, or the “in” thing to do. Perhaps the strongest rationale for incorporating diversity is to increase productivity amongst all workers, especially in groups that have historically been under-represented and under-utilized. The impetus for diversity initiatives for organizations must come from awareness of business implications; addressing the needs of a diverse workforce, satisfying the demands of competitiveness, and fulfilling requirements of the company’s role in the community. Organizations are willing to accept change related to diversity only if the potential benefits are clear and worthwhile. We help organizations work through various elements for working with diversity including –

• Training and education programs
• Organizational policies and systems that mandate fairness and equity for all employees
• Mentoring programs for minority employees
• Systematic career guidance and planning programs
• Outreach programs and initiatives for chosen areas of focus within diversity

Mentoring is a powerful development tool that helps in career progression, succession planning and provides an opportunity to learn from experiences. Mentoring creates a partnership between two people (mentor and mentee) who work in a similar field or share similar experiences and challenges. We offer guidelines and provide training for mentors and mentees through our custom designed mentoring training programs based on the principles of inspiring, motivating and challenging to focus on each organization’s unique need and demands. Through our mentoring program we train managers and leaders and industry experts to be successful and effective mentors, enabling them to use their business acumen, achievements and experience to create an environment that builds trust and promotes excellence.

With the ever increasing array of options available for academic specializations and career fields today, the need for robust guidance in identifying the right career based on individual interests has become imperative. Using The Strong Interest Inventory® assessment which is one of the world’s most widely respected and frequently used career planning tools that measures individual career interest, we help individuals choose courses and occupations based on their top career interests. The tool helps them discover potential careers they may not have considered and gives them a wealth of information about how they approach the world of work. The assessment also measures the preferred working style of the individual and compares individual interests that are similar to the interests of people successfully employed in those occupations. The tool can be used in both academic and business organizations. We use it widely to develop talent and guide individuals, from high school and college students to midcareer workers seeking a change, in their search for a rich and fulfilling career.

With Millennials flooding the workplace, organizations must ensure that their learning landscape rapidly evolves to cater to the needs of this largest demographic segment. Millennials choose to learn in new and different ways. For them, formal learning doesn’t contribute much to substantial retention and they expect more flexible, right sized, informal, just-in-time learning sources to acquire and assimilate knowledge. Moreover, the Millennial generation with a short attention span has quick and easy access to relevant, bite-sized information in real time, through online search engines, social networks, and online company repositories. We help organizations figure out and adopt different approaches and designs for continuous learning that work best for these workforces, and help their talent development functions to engage and support millennials. We help them rethink and embrace continuous, smoother, and subtler ways to implement talent development initiatives for this critical employee segment in order to get the best out of these resources.

Assessment Centers (AC) are centers set up by an organization for periodic or continuous assessment of the competencies required to perform current, future, likely or higher level jobs / roles / tasks. There has been a trend towards using the term “Development Centre”, in place of “Assessment Centre”. Often the change of emphasis has not actually been very great, but there has been a gain in reduced anxiety-participants find the term “development” more friendly and less threatening than “assessment”. For our Assessment Centers, we use a mix of trained external assessors and assessors chosen from within the corporation through our intensive “Assessor Training Programs”. The program equips internal assessors with the ORCE skills for assessment (“Observation”, “Recording”, “Classifying” and “Evaluation”). We are certified by the British Psychological Associates for our Assessment and Development centers practice. We specialize in –

• Identifying competencies required for managers at various levels
• Designing/ Using the right and scientific instruments for assessment
• Designing and managing the complete AC/DC
• Developing internal assessor capabilities
• Counseling and facilitating development action plans
• Quality of report writing