A. Regular Offerings

The training programs are designed and delivered with the objective of equipping employees to handle the evolving workplace challenges, address competency gaps in their current and future roles and enable career progression. Mentioned below are some of the most widely acclaimed trainings conducted by the company and categorized under five headings.

i) Communication

  • Assertiveness
  • Communication
  • Presentation Skills
  • Negotiation Skills

ii) Leadership Development

  • Conflict Management
  • Leading a Team
  • Motivation
  • Working in a team

iii) Self Mastery

  • Change Management
  • Emotional Intelligence
  • Personal Effectiveness
  • Transactional Analysis

iv) Talent Management

  • Coaching & Mentoring
  • Interviewing Skills
  • Performance Management
  • Transformational Leadership

v) Thought Leadership

  • Analytical Thinking
  • Creativity
  • Planning
  • Problem Solving

B. Custom built training programs

The custom built training programs are designed following a laid down methodology as given below:

  • A group of exemplary and adequate performers are identified.
  • The subjects undergo Behavioral Event Interview (BEI).
  • The interview transcripts are codified and the frequency of demonstration of competencies gets enumerated.
  • Using appropriate statistical methods, the differentiating competencies are listed
  • The program gets designed to strengthen those differentiating competencies.
  • The BEI transcripts help to generate contextual role plays and case studies

C. Two modes of delivery of training programs

The company supports two modes of training delivery as detailed below:

  • Classroom sessions

Sessions happen within the classroom. Would be driven by activities, group work and games supported by a PowerPoint presentation serving as the backbone.

  • Outdoor sessions

High voltage action learning powered by outdoor activities

D. Consulting services centering around training programs

a. Assessment of behavioral training needs:

  • We use a variety of training need assessment approaches which includes.
  • Designing and running Development Centers.
  • Using only BEI
  • Using only psychometric tests
  • 360 degree assessment
  • Surveys

b. Designing a training program –end to end using an adaptation of the 6 D approach:

  • Define business outcomes desired.
  • Design end to end.
  • Deliver keeping in mind application
  • Drive learning transfer
  • Deploy performance support
  • Document Results

c. Assessing training effectiveness using the Kirkpatrick framework. The assessment points are:

  • Reaction: How the participants felt after the training
  • Learning: How much did the participants learn from the training
  • Behavior:To what extent did the behavior of the participants improve after the training?
  • Result:To what extent did the results improve after the training?