Problem Statement: Development of second line of leaders to support exponential growth plans of the company ensuring minimal attrition in the chosen group of high potential leaders.

Our Solution: We worked with the CEO and the leadership team of the company to design a one year customised intervention for a chosen group of 16 high potential leaders across functions, levels and locations. A development track was prepared for each leader based on his/her development needs and a KRA linked coaching plan was firmed up in consultation with the company leadership team. A coach was made available to each of the participating leader to support him/her in this journey. A quarterly reporting mechanism was prepared to ensure that the CEO and the leadership are fully updated on the progress made by the participating leaders.

Impact: 75% of the participants delivered phenomenally high output vis-à-vis their KRAs while also displaying huge movement in their ability to handle leadership challenges. Even the balance 25% of the participants exceeded their KRAs and showed substantial behaviour changes. There was no attrition in the participating group of managers during the whole duration of the intervention. The client decided to feature this initiative as a case study on Leadership Development and Attrition Management in The Economic Times.

Problem Statement: The client was unhappy with a long-term leadership development program it had commissioned with an MNC learning organisation for all its employees entering the management level. Lack of customisation and off the shelf delivery were the pain areas because of which client was not seeing much value in this intervention.

Our Solution: We worked with the HR team and some of the key leadership team members to build a leadership intervention from scratch. The outcome was a one year intervention focusing on key competencies that people entering this level must be able to develop and at the same time providing them personalised attention by having a coaching plan running concurrently. Each of the learning modules were created keeping the culture and needs of the company in mind.

Impact: As this intervention brought tremendous relevance to business context, all the participating leaders were able to make massive progress over the period of one year in their ability to deliver business results. The client was extremely delighted with the outcome and decided to make this intervention a part of their internal learning curriculum to be run with fresh set of leaders each year. We have been running this intervention for several years now and most of the entrants to the management level of this company are graduates of this program.

Problem Statement: Create an internal talent management system across levels to support the fast paced growth of the organisation. Key condition being observance of the organisational policy of strictly growing from within and hiring people only at the bottom most level.

Our Solution: Taking a bottoms up approach, we created an intervention combining assessment, training and coaching modules to keep pushing the high potential recruits upwards at regular intervals. Having a multi-layered approach, the intervention design was created in a modular way to support step-by-step handholding for high potential employees.

Impact: The organisation continued to grow phenomenally and this intervention was able to support this growth. Over multiple yearlong structured inventions, we kept identifying, training and grooming the next set of managers to fill the needs in different parts of the business. The organisation still has the philosophy of not hiring from outside at higher levels and through this intervention, we are still supporting this philosophy.

Problem Statement: Being a truly global organisation, the client had business units across multiple geographies being led by business leaders coming from different cultures, countries and backgrounds. Bringing this leadership team together on the same platform and ensure that they collaborate to achieve the common vision of the company was proving to be a big challenge.

Our Solution: Working with the CEO & COO of the company, we designed an intervention allowing leaders to understand each other’s strengths and identify opportunities for collaboration. The intervention was also focused on delivering a long term impact by making leaders take up cross business/function projects with defined outcomes to be reviewed by the CEO & COO over a period of time.

Impact: By having 30 leaders from across the globe on the same platform and making them work together, the company experienced tremendous amount of collaboration across businesses and locations. Leaders opened up to each other and started appreciating the benefit of having a common vision. Additionally, this intervention also led to creation of multiple high impact business projects thus benefitting the company at a much larger scale.

Problem Statement: With the huge expansion in business, the client required to build their leadership team rapidly. Their challenge was to find a partner who could headhunt and attract candidates with these niche leadership skills not easily available within the media services industry.

Our Solution: To overcome this challenge, we decided to set up a dedicated team of experienced search professionals with vast experience in headhunting. This team took an end-to-end approach, right from identifying the right talent sources, mapping the talent available in the market, reaching candidates through extensive networking and then filtering the CVs ensuring quality profiles, scheduling interviews, supporting offer negotiations and post-offer engagement. The team continued to remain engaged with the candidates even after them joining the organisation to help them settle much faster on the job.

Impact: This approach not only helped us in gaining the trust of the client but also helped them in ramping up their business faster by having new leadership team in place quickly. They ended up hiring 7 leadership candidates from us within a short period of time.

Problem Statement: Streamlining life cycle of existing and future manpower without increasing headcount and ensuring hiring of right talent, proper payroll processing, adherence to statutory compliances, stability of employees while enhancing organisation’s brand image.

Our Solution: A customised outsourcing cum flexi staffing solution taking care of all employee life cycle activities with a designated relationship manager focused on enhancing organisation’s brand image amongst potential/new recruits.

Impact: The client implemented this solution for the first time within the organization on a large scale and was able to completely streamline manpower life cycle activities. As a result, they decided to extend this solution to their entire setup in western India with us. This not only supported them in scaling up their business activities to the desired levels without increasing their headcount but also helped their internal team in eliminating non value added work.

Problem Statement: As a part of its growth strategy, the organisation had huge expansion plans in one of the states of eastern India. Availability of high quality manpower at senior levels was a big challenge as locally good people were not available and people from other states were not keen to move there.

Our Solution: We saw this as an opportunity to cement our relationship with the bank as their other search partners were only keen on servicing positions in big cities. Our BFSI Centre of Excellence got into an overdrive and head hunted more than 50 senior professionals across the country who belonged to that particular state and were working in other locations. We convinced many of these professionals to go back to their native state and take up these positions.

Impact: In a record period, we could fulfil all the requirements that were presented to us and the bank was able to move ahead with its expansion plans fully staffed.

Problem Statement: Being a family driven business, the client was facing a challenge of professionalising their set-up without compromising on the basic fabric of the organisation. It included attracting professionals, building internal systems and processes and at the same time ensuring that there is no disruption in business.

Our Solution: In consultation with the founders, we created a 360 degree solution covering creation of a strategic plan, setting-up of a new management team by attracting industry professionals from outside, revisiting all systems and processes and bringing them in line with current requirements, skill enhancement programs for current employees and coaching support for key family members directly involved in the business. A team of multiple consultants worked very closely with the founders and the new management team members to drive this initiative seamlessly over a period of 15 months.

Impact: The client was able to create a professional set-up driven by systems and processes without any disruption in business. They were also able to identify areas of growth with the help of the new management team and in spite of being in the process of transition, were able to achieve 20% growth in business. The basic fabric of the organisation continued to remain the same as this intervention upskilled their current manpower only and did not bring anybody from outside at the operational levels. The teams across India did not experience any insecurity during this process and nobody across the organisation was asked to leave.

Problem Statement: With the huge expansion plans, the client wanted to build their team rapidly for starting up their medical product vertical in India. The challenge was to hire the entire team with no physical identity and presence in India.

Our Solution: To overcome this challenge, we decided to set up a dedicated team of experienced search professionals with vast experience in headhunting. We started with 6 key positions in first phase. Initial screening was done telephonically. Shortlisted candidates were called to our office for the next round of video conferencing with the concerned team based in UK Head Office. Our consultants were continuously in touch with client through calls and video conference to understand and fulfil their manpower requirements. Our team played an important and significant role in proper brand positioning of the client to attract required talent pool. Entire process was completed within a very short span of time and candidates joined on decided date.

Impact: This approach not only helped us in gaining the trust of the client but also helped them in ramping up their business faster by having new team in place quickly. As a value-add service and with the intention of providing them end to end HR support and services from our side, we guided the client on offer letter generation, educated of the local statutory compliance's, concept of performance linked incentive and mode of payment, salary negotiations and many more. The client was absolutely delighted by our customized services and planning to share next phase of hiring with us very soon.