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“Great leaders don’t set out to be a leader: they set out to make a difference; it’s never about the role always about the goal” – Lisa Haisha.
Leadership is at the core of an organization’s performance. Leaders have a significant impact on the organization’s culture that provides sustained competitive advantage. However, often individuals in leadership positions lack time to reflect on their leadership style and its impact. Leadership skills need to be continuously developed and nurtured to keep the organization vibrant and growing.
Our leadership intervention helps the participants to become more:
The program is customized to the needs of the client organization. We use various methodologies best suited for enabling leaders to contribute effectively.
We provide a solid foundation for an organizational job structure by removing duplication and confusion through our role clarity process. Our mechanism creates well-defined roles, improves flexibility in structure, and segments talent aligning with business strategy.
This helps to:
A Job Description is a written narrative that describes a job position’s tasks, responsibilities, reporting structure, and required competencies. It is the foundational stone for recruiting, onboarding, learning and development requirements for a position.
We help the organization design job content that positively impacts an employee’s understanding of their job and how their role fits into the organization.
We help set clear expectations that an organization expects from its workforce.
Our services help to:
HR policies and processes directly influence employees’ experience of, and in, an organization. Mapping HR processes help identify the pain-points and bottlenecks that employees, managers, and HR departments face.
We help define the current state and co-create the future state processes for each of the HR Department’s services.
It helps to:
Recognized employees are happy employees, and happy employees are more productive.
We help build recognition frameworks that reward individual and team contributions. The basic premise is to acknowledge employees’ contribution to organizational performance and promote behaviours aligned with the organizational culture.
Our key offerings:
The D-VUCA (Disruptive – Volatility, Uncertainty, Complexity, and Ambiguity) business environment has replaced a traditional command-and-control structure with a networked organization. An employee hence needs feedback from various stakeholders for self-awareness, behavioural alignment, and development.
We provide a comprehensive solution for conducting 360-degree feedback, which offers the following:
Our service offerings include:
The transition from a star employee to a new manager is a steep climb. Research shows that First Time Managers comprise almost 40% of the leadership population, yet 60% do not receive any role transition training. Managers account for as much as 70% variance in employee engagement scores (Gallup). If not equipped with people management tools and techniques, these new managers unconsciously create bottlenecks for their teams’ and organizations’ success.
We co-create learning programs for First Time Managers for seamless role transition which help to:
The program uses a blend of sharing research findings and practice sessions, which enable participants to apply the techniques, learned that are needed for a First Time Manager.
“One easy way to become worth 50 percent more than you are now is to hone your communication skills… You can have all the brainpower in the world, but you’ve got to be able to transmit it” – Warren Buffet.
People will be influenced if our communication resonates with them. Hence building effective communication skills that impact outcomes is considered to be a threshold competency for all levels.
We customize workshops to enable participants to:
The program uses a blend of sharing research findings and practice sessions that enable participants to apply the techniques learned to real-world situations.
Human Resource policies are a framework of rules and guidelines that businesses put in place to manage its people. Procedures are specific actions that need to be taken to comply with policies. Since they have a significant impact on the organizational culture they need to be framed appropriately to create an enabling eco-system.
HR policies and procedures help to:
Our Services include:
To attract, retain talent, and be competitive, it is imperative that critical positions are benchmarked with the right comparators.
We provide customized solutions to benchmark your unique positions with the market.
Our data analysis and subsequent design will help your compensation to be competitive.
Our offerings:
Companies face challenges in designing cost-effective compensation programs that are competitive and compelling in the face of business disruption.
We partner with our clients to transform their compensation practices.
Our key offerings:
According to research, most organizations do not have a Base Pay structure that suitably addresses the pay levels and opportunities. They are often not aligned with the compensation philosophy of the organization leading to inefficiencies in talent management strategy.
We follow the approach given below to design the Base Pay structure.:
New performance management often gets introduced with a lot of fanfare. But a few months down the line, old habits creep back. It takes time and sustained efforts for the new system to become a part of the organizational DNA.
We provide diagnostic feedback and a detailed action plan based on a rigorous performance audit.
This helps to achieve the following:
Research shows that traditional approaches to performance reviews and feedback actually makes performance worse about one-third of the time. Reviews are often viewed as a negotiation process for finalizing performance ratings.
We train managers and employees to engage in difficult conversations and in conducting effective performance reviews.
Our intervention helps:
Studies indicate that 70%-90% of organizations fail to realize success from their strategy (Norton & Kaplan). The line-of-sight from strategy to front-line activity is often unclear, making it challenging for employees to contribute effectively.
We break down rigid organizational bureaucracy and tall functional silos, thereby enabling employees to achieve extraordinary results. We facilitate the development of organizational, functional, and individual scorecards using the Balanced Scorecard/OKR methodology
This helps to :
In a McKinsey & Company survey, 54% of respondents believed performance management (‘PM’) has not positively impacted performance. Draconian PM processes frustrate the management, managers, and employees alike. The associated costs and lost opportunities adversely impact business results.
We help clients implement a custom-designed PM framework that replaces the annual performance evaluation with one that manages it as a continuous process.
Our framework provides the following advantages: