People & Leadership Development

This program is specifically designed to meet the demands of the modern workplace. It will help the participant become familiar with a practical coaching skills model that will help them influence, develop, and enhance the effectiveness of team members. Develop clear insight at their coaching, and motivational approach and receive constructive feedback from others to accelerate their learning.

Key Learnings:

• Develop their awareness and understanding of training, teaching, counselling and Coaching.
• Learn coaching techniques to inspire, build and sustain performance in their team.
• Acquire interpersonal skills, to create an inclusive and participatory environment; and maximize team performance.
• Gain the ability to engage in critical conversations assertively and create positive behaviour changes.
• Gain constructive feedback & design action plan to implement learning at their workplace.

Personal re-engineering is a journey about unearthing your values, emotions, perceptions, strengths and drives.

Evolves awareness and understanding of your role in building positive collaborative relationships to achieve success, at work and in general.

Key Learnings

• Explore the science of mindfulness, self-talk, social identity, growth mindset and its impact on you and your work.
• Evolve your social awareness for building collaborative networks, healthy working relations through shared understanding and communication.
• Embark on the journey to build alignment between self- management, performance, and resilience.
• Create an individual development plan to cultivate and apply the techniques for self -development through mindfulness, and synergizing skills.

Do you just know what it takes to be a good leader, or have you successfully transitioned to being one? There are implications here for why there are so many leadership development programmes all over the world — and so few leaders to show for it, and a very large number of employees in organisations who know everything about leadership but behave just the opposite.

Leadership roles are not just about your brilliance. It is more about your ability to inspire, lead and coalesce several brilliant people in a team or across teams to the common cause, and how does your behaviour reflect your characteristics during critical moments.

All the employees identified for this workshop have a track record of performance however do not yet lead any team.Self-leadership is the process of building awareness of your leadership skills, drives and motivation and taking responsibility for evolving and putting it into practice with the ever-changing business reality.

Key learnings:

• Envisioning your purpose & Goals
• Managing Self
• Understand your style & how others perceive you
• Change & Conflict Management
• Understanding, defining and synergizing team effectiveness
• Tools for setting priorities& solving problems
• Seeking Feedback & Monitoring Progress

Experts have debated the concept of leadership for centuries, and it would be foolish for us to imagine that concept can only be synthesized by us or anyone else. However, our workshop will contribute to learning practical tips to explore, reflect, energize, coach and instil confidence for engaging effectively with the expression of self and the exercise of leadership.

Program Modules:

• Define success and key milestones during your leadership journey.
• Discover Yourself& Organizational Signature strength.
• Understanding different leadership concepts& style to work around your blind spots to drive, and sustain performance.
• Identify and remove barriers between yourself and the team.
• Create informal effective network&Managing perceptions
• Provide periodic feedback and coaching to your team members to revive faith in their unique strengths.
• Developing a Plan of action for your progress.

Why Engagement Matters to you?
The cost of disengagement as per the studies done by Gallup costs the US alone somewhere between $450 and $550 billion each year. Technology and social media is disminishing professional and personal life, employees increasingly want to replicate the relevant experiences outside on their jobs. Hence the need for enagement is ever greater than any other period of time, and naturally makes a good business sense. However, building engagement is a process that never ends and it rests on the foundation of meaningful and emotionally enriching work experience. The factors that can sustain employee engagement are diverse and contextual.

Key Learnings:

• Examine the business rationale & impact for having an individual and organization engagement.
• Define critical milestones in an employee’s journey and the expectations and support for each of the critical milestone
• Initiate focused ideation around two-three engagement priorities to be incubated in small groups
• Think critically and creatively problem solve amid transitioning priorities.
• Document &Utilize learning from the periodic feedback and measurement, and celebrate as you go to sustain energy long-term.

One day workshop to align the expectations of the leadership team on employee engagement in the context of the changed business reality.

Create an action blueprint for engagement for the rest of the organization.

We can build and cement many relationships the moment we understand people are not diffcult but different.Our intercultural team-building workshops help individuals to be aware of their perceptions and style as well as those of others, enabling insight into cultural differences and allowing trust and relationships to nurture and grow.  Interpersonal differences are cast in a positive light, as teams teach one another and develop a unique communication to discuss and understand different approaches.

Key Learnings

• Identify& uncover similarity and differences of diverse factors including personality, distance, time zones, communication and cultures.
• Set expectations and role clarity and seek inputs to build trust & meet the motivational challenges for creating a productive work environment
• Understand multicultural team dynamics, and proactively address issues
•  and develop approachability and shared understanding of informal network
• Demonstrates tolerance and empathy to differing views and opinions for
• fostering clarity, commitment, constructive conflict and collaboration.
• Leverage diversity for  brainstorming, problem-solving, innovation and decision making

Even before Covid-19, uncertainty was a fact of life in business. Much of it revolved around disruption caused by tech or the fallout of events at home or abroad. But such situations also differentiate excellent organizations from the rest.
Our framework provides the fuel which enables the organization to achieve agility and remain high-performance by balancing between talent management and the process of driving excellence, adapting to the changing reality. We call this as High-Performance Management.

Key Learnings

• Stages of Team Development.
• Awareness of the shared values, critical behaviour and distinct practices and metrics needed for excellence.
• Diagnosis of Team illnesses and treatment.
• Develop Teamwork competency and criteria for high performance.
• Facilitating a healthier group dynamics.
• Ideate &Design blueprint for Excellence.
• Managing Excellence through data.

Working effectively involves thriving with different and difficult types of people in the workplace—from co-workers to customers to suppliers to lenders to higher-ups—and  it isn’t easy. Success hinges on your employees  ability to manage their emotions and relations with others to avoid miscommunications, resolve conflicts, reach consensus, solve problems, build synergy and getting things done. Our practical  approach goes beyond “people skills” down to  a simple dialect anyone can understand. Employees will learn techniques and  develop confidence to improve relationships among fellow employees, reduce stress and increase productivity.

Key Learnings

• Emotional Intelligence: Components and Competencies
• Understanding Emotions and Feelings in Self and Others
• Emotion Regulation: Dealing with fear and uncertainty
• Cultivating Positive Emotions
• Building synergy and relationship within team and outside the team
• Developing a personal development strategy

‘You matter to Us’  session, assures employees that their wellbeing and happiness is also an organizational priority. This workshop gives personal clarity and practical options on how they can ‘weather the current storm’ and ‘drop an anchor’ of stability for themselves, their colleagues and loved ones. The course will enable participants to consider the management of workplace stress and uncertainity, at an individual and organisational level, and enable participants to develop and implement effective strategies to prevent and manage stress at work.

There will be lots of opportunities to relate the content to the participants’  natural work environment and to consider a range of practical stress management techniques.

We draw from several bodies of thought to provide this course:

• The Foundations of Mindfulness
• Cognitive Behavioural Fundamentals
• The Concepts of Holistic Health
• Principles of Social Identity

Your Wellbeing Matters – Course Outcomes

• Align participants’ understanding and expectations on their current state of stress experienced.
• Identify signs and symptoms of stress in stores, branches, office or remotely
• Equipping participants with the required mindset and skills through introduction& application of concepts of self-talk, mindfulness, principles of social identity to practically managing stress& anxiety.
• Identification of barriers and constraints of implementing the new skills.
• Development of practical implementation plans based on the barriers and constraints identified.