Our framework recognizes the simultaneity of Self, Others , System and Context. As human beings , we are the mediating metaphor between what we are and the world around us. We are “instrumental” in this , through processes of meaning making, choice making , role taking (managing self). This is at the core of all human work. As an individual progresses through various passages moving up the organization’s hierarchy – from being an individual contributor to being a manager of people and then of teams, her perspective widens from outcomes from self, to outcomes from others, and on to managing outcomes through managers of teams and subsequently to outcomes by managing the organizational system and the larger business environment.
Our Differentiators
Individual growth and role transitions are the twin elements of such passages through work levels and are inevitable , “self work” never stops. It is the “self” that is always the key to navigate expected change through the journey – change in one’s role and expectations from it , change vis a vis others and change vis a vis the collective and the context. This, therefore, means that learning at each growth curve for leaders must be progressively planned and laddered inputs in the people and leadership space need be made available in formats that are most effective and timely. This understanding underpins our approach to the architecture of offerings .Our custom designed offerings are nuanced to reflect this understanding
Managing Environment
Managing System
Managing Others
Managing Self
Managing External Stakeholders (Creating future outcomes through managing self, systems and environments (board, media, shareholder, regulator.))
Managing Collaboration (Managing outcomes through whole systems – Functions, Units, departments, dispersed/virtual teams)
Managing Teams (Managing Outcomes through others)
Managing Task (Managing oneself for outcomes – Time, Task, Peers, Role, Identity)
Adult learning is an interesting and complex process and works best when it is viewed as more than merely a training /development program. Leadership development can include formal or classroom-based training—but it is just one part of the intricate process of learning that must have the corresponding pieces back when the participant/learner gets back on the job.
Research shows that senior executives distribute their sources of key developmental experiences as 70% on-thejob challenges, 20% other people, and 10% formal coursework and training (Lombardo & Echinger, 1996; Wilson, Van Velsor, Chandrasekar, & Criswell, 2014). Using the 70-20- 10 as a guideline, we create experiences that include pre and post program engagement. We understand that experiences that focus on creating learning in all three categories can boost learning transfer and accelerate development.
Transfer of learning needs social support as well and change in patterns does not take place in isolation. The work context, including the level of support from role models, mentors, peers, coaches, and bosses, has a powerful impact on turning lessons learned into leadership in action. Drawing on our understanding of and experience with adult learners, we’ve created a Model for Effective Learning Transfer. This framework can be applied to customized development programs or initiatives within client organizations as well.
We work closely with clients to plan their projects, programs and design curriculums that address their organization’s objectives. Each custom project/ program offers the latest thinking, case analysis, models, frameworks, and tools that collectively empower leaders to apply their knowledge and new approaches back at the workplace to make a difference . Every aspect of the program—from the curriculum to the learning materials to the living group assignments—is carefully tailored with the help of a diagnostic to maximize the program’s impact for the client organization. In a collaborative, multi-step process that typically requires 4– 10 weeks , we work with clients to custom design their program and content for the program. Our specially designed diagnostic templates and popular approaches like 6 D are used for custom design and are then aligned to the clients Leadership Competency Framework (if it is available). For many companies, custom programs are an integral part of a carefully orchestrated executive development strategy, with programs initially rolled out to one group of executives and then expanded to more executives over time. In this case, we engage in an ongoing process of needs assessment, program design, program delivery and post program assessment. Some business challenges organizations choose to address through custom design are :
- Deepening leadership skills across the executive team
- Building self-awareness
- Leading change
- Leading culture change / refining culture elements
- Creating workforce diversity
- Maximizing collaboration
- Evolving leadership styles
- Communicating change
- Implementing cultural elements after restructuring
A fundamental element in all the above is the tight and focused anchoring to the business context and business deliverables of the client’s organization and its imperatives
Customized Content Created For An Auto company for a Feedback Workshop
Amit Barua – Milind Deshpande (Boss’s role-brief)
Milind is a young star designer at Bremen and Baker. Bremen and Baker is the advertising division of Bremen Olive Group. It is credited as being the agency that gave India its first television commercial. From popular ads for FMCGs and Consumer products, the agency’s unique “Touch your heart” approach has brought tremendous success to many of its brands in India.
Amit Barua – Milind Deshpande (Subordinate’s role brief)
You are Milind, a young star designer at Bremen and Baker, reporting to the Creative Director – Amit Barua. Bremen and Baker is the advertising division of Bremen Olive Group. It is credited as being the agency that gave India its first television commercial. From popular ads for FMCGs and Consumer products, the agency’s unique “Touch your heart” approach has brought tremendous success to many of its brands in India.