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It’s different at the Top. Leaders play an enormous role particularly at the top, in the success of organizations. The need to excel in new and innovative ways poses challenges which are far-reaching, complex and essential to get right. LeaderShift is an award winning program designed to re-articulate ones leadership identity and equip the leader with the cognitive and emotional perspectives for ambiguous and complex times.

Objectives

• Clarify organizational vision
• Explore One's leadership effectiveness, within the organization
• Improve external influence skills with boards, shareholders, partners & critical stakeholders.
• Enhance executive image & communication skills.
• Learn to balance & sustain energy.

Who Should attend?

• Senior executives and VP’s in the top three tiers of the organization.

Outcomes

• Drive accelerated performance through engaged virtual teams as an outcome of mastering adaptive leadership styles
• Role modelling authenticity in self and teams by actuating values
• Nurture a culture of accountability and inclusion by minimizing biases
• Encourage teams to empower themselves, own and drive shared goals by building networks, influencing outcomes and strengthening performance
• Expand influence with senior leaders and contribute to drive results in the new world

Today’s fast-paced, team-based and global work environments call for strong and effective business relationships. Emotional Intelligence (EI) competencies are at the heart of effective workplace relationships and productivity. They provide an integrated set of skills that support highly effective, fast-reacting and innovative organizations. EI is a must have skill for the 21st century, and is a cornerstone of team performance. Without developing the foundational skills of Emotional Intelligence, even your most talented employees will not reach their full potential. Savvy companies are realizing that recognizing emotions exist can lead to healthier environments and about 20 percent of organizations are now testing for emotional intelligence as part of their hiring processes

Objectives

• Translate the science behind managing emotions, and, enable people to unveil their best selves
• Develop positive interpersonal relationships through the art and science of Empathy
• Seek greater success with organizational transformation efforts

Who Should attend?

• Experienced Managers
• Team leaders
• Individual Contributors

Outcomes

• Activate your role as an EI leader to create a constructive emotional climate and reduce the effects of dissonance.
• Employ strategies to connect with the emotions that drive the behavior of others.
• Create an action plan for teams to reach their personal leadership goals.
• Generate strategic advantage of highly engaged teams & individuals
• Increase employee commitment leading to greater discretionary effort

When leaders of departments and divisions see challenges and opportunities through the eyes of the whole team, their vision is sharpened. A broad perspective is useful in driving tactical objectives: seeing nuances and yet seeing the whole picture of the overall mission to be strategically achieved. Navigating diverse trends, unpredictable economic forces, and rapidly-changing business cycles demand a new set of skills, particularly to drive teams for performance. Trust, collaboration, power , all take on a formidable role in determining the performance of the teams. It is upto the leader to identify the levers which would modify the journey from average to excellent.

Objectives

• How to be effective and efficient with people, processes, & systems.
• How to strengthen & deepen relationships to bridge differences & build strategic ties.
• How to balance competing priorities when all are important.

Who Should attend?

• Mid Managers and leaders in charge of functions, divisions, or business units in large organizations.

Outcomes

• Changing your Measurement System to Build Commitment and Enthusiasm
• Leveraging the biochemical impact of leadership practices
• Drawing on team strengths for tactical advantages
• Identifying the behaviors required to motivate others & align team to organizational outcomes.
• Draw on a deeper self-awareness to leverage leadership & boost personal resilience.

This program will help high potential leaders to overcome the increasingly complex challenges that emerge as they take on greater leadership roles. By exploring the pros and cons of diverse leadership styles and strategies, you will expand your ability to build productive teams, champion change, lead in a crisis, and create a culture of high performance. A leader’s role begins with establishing credibility and developing a culture of trust within the team, key skills which this program is built on.

Objectives

• Influencing without authority.
• Building relationships & networks
• Expanding a circle of influence & bridging internal boundaries
• Defining personal leadership style & setting career goals
• Expanding comfort zones to solve problems & think creatively

Who Should attend?

• Individual contributors without direct reports
• Valued professionals and emerging leaders
• High Potentials

Outcomes

• Move beyond comfort zones to work with others, solve problems & drive results.
• Rely on a range of techniques to influence others & address workplace challenges.
• Effectively collaborate with others to accomplish high quality work, faster.
• Adapt best practices for composing a team and aligning individual and team goals.

Managers often have to wear two hats –one of a manager and one of a coach. Coaching by its nature is about exploring, developing and asking great questions and listening deeply. It’s about being flexible around process and challenging around outcomes. It brings out the best in people and fosters in each individual a sense of self efficacy through challenging them to find their own solutions to the many and varied complex problems employees face in organizations. Leadership and management responsibilities have changed dramatically, particularly in the last decade. In order to be an effective manager in an increasingly fast-paced and complex organizational environment, coaching has become essential. A coaching culture is a holistic term which embraces skills, attitude and behavior in an organization.

Objectives

• Utilize coaching skills to improve the effectiveness of daily conversations
• Implement these core skills in formal coaching conversations
• Manage coaching relationships more effectively
• Build a results-driven personal development plan
• Build an awareness of the impact of coaching on the organization’s culture

Who Should attend?

• HR professionals looking to transition from tactical managers to strategic business partners
• Any leader who wants to improve trust, communication and engagement with their team
• Individuals who want to champion the development of coaching culture within their organization
• Individuals seeking coaching certification

Outcomes

• Differentiate between managing and coaching and develop your skills in knowing when to lead, when to manage and when to coach.
• A complex systems theory approach to developing staff that resists black and white thinking
• Fostering growth and development

Every area of business relies on influencing skills and the art of persuasion to drive outcomes. Good influencing skills are the key to any managerial role. Negotiating situations and difficult stakeholders mandates influencing skills. These skills become critical in case of virtual communication. Transferring trust and personal connections via an electronic medium pose challenges and influencing for outcomes becomes harder in such circumstances. One needs to rely on several strengths and mechanisms to get others to agree and endorse your views in a virtual world. Enhanced self-reliance is needed to navigate relationships through the myriad labyrinth of business and i2I builds the individual dynamism required for the successful achievement of outcomes.

Objectives

• Augmenting influencing proficiency and advancing skills in a way that drives outcomes, through virtual mechanisms
• Demystifying power and utilizing alternate mechanisms to create alliances and get consensus when not face to face
• Ethically and effectively getting views endorsed when trust is a challenge

Who Should attend?

• Individual contributors and team managers,
• Team leaders of small and large teams
• Experienced managers

Outcomes

• Enhanced Interpersonal relationships
• Handling challenges through more effective conflict management, teamwork and performance when virtual
• Making scarcity work and impacting customer relationships in the absence of physical communication

Differences are inevitable in working groups having members with different experiences, attitudes and expectations. However, some conflicts can support organizational goals whilst others could derail. Indeed, too little conflict may lead to apathy, lack of creativity, indecision and missed-out deadlines. Clashes of ideas about tasks also help in choosing better tasks and projects. The ability to develop consensus whilst navigating and embracing positive and functional conflict is an important skill for managers. One key element in developing consensus is through the art of thoughtful networking and relationship building. The C2C program is a thought- provoking, experiential module determined to challenge our old mindsets and reset the focus to building consensus through the channeling of positive conflict.

Objectives

• Recognising the importance of conflict and embracing positive conflict
• Building and enhancing relationships for consensus
• Networking and understanding the role of influence and support
• Generating opportunities to improve conflict handling skills

Who Should attend?

• Junior and Mid managers, Front line managers, Teams with internal clients

Outcomes

• Defining confrontation and the manager’s role in managing conflict in the workplace to ensure they maximise individual and team performance
• Identifying a preferred style/s in influencing others and managing conflict and the additional strategies that managers need to use to successfully resolve the conflict situation
• Demonstrating skills in resolving conflict and confrontation
• Identifying a plan to apply and enhance their communication skills in the workplace to address existing conflicts

There is no greater value to an organization than the value it accords to its customers. Whilst we may put “the customer comes first” on company posters, or “customer-centric” in our reports, it will only come to life when we are able to actually deliver world class service to our customers. For any customer experience with a human interaction within it, the “human touch-point” is critical. Clients remember our customer service based on the emotions we generate during the experience. Each touch-point then gives us the opportunity to “elevate” our service, and “up the game”. Our customers can become our biggest fans.

Objectives

• Enhancing the way service is envisioned and delivered impacting customer perception
• Creating alignment for customer centricity as a vision
• Fail-proofing customer experiences
• Generating moments of truth at every interaction with the customer

Who Should attend?

• Junior and Mid managers, Front line managers, Teams with internal clients

Outcomes

• Enhanced Service delivery across services and products.
• Improved customer relationships impacting retain of customers
• Greater Customer Delight through service blueprinting
• Proactive Services Marketing to create Moments of Wow at every interaction

There are over 2 million people being promoted into management roles each year, and the transition from successful employee to successful manager is a difficult one. First time managers often struggle because the skill set required for the job is entirely different. Our First-time Managers program sets new managers up for success by equipping them to demonstrate operational excellence and the proficiency to deliver results through teams. The ability to manage and inspire others, communicate effectively, drive seamless execution, mitigate conflict, encourage development for superior performance are the skills and competencies addressed through this program.

Objectives

• Move beyond comfort zones to work with others, solve problems & drive results.
• Rely on a range of techniques to influence others & address workplace challenges.
• Effectively collaborate with others to accomplish high quality work, faster.
• Develop a personal leadership brand & understand personal learning styles.

Who Should attend?

• First Time Managers
• Supervisors of individual contributors
• Individual contributors who are preparing to advance to the next level.

Outcomes

• Understand how personalities impact team roles.
• Align intention and impact to become a more effective communicator
• Engage with Feedforward mechanisms, and manage difficult conversations
• Enhance team collaboration and listening skills
• Lead by setting an example and become more confident and influential in the process.
• Learn how to support, motivate, and empower team members to drive performance and results

Wired to Win, is a dynamic, intense, multi-faceted and one of its kind leadership program designed for women leaders. It is a wide, globally applicable engagement journey designed to provide a road map consisting of the latest theories and practices involving women and leadership practices. The central theme is the facilitation of a deep, cross functional exploration and dialogue about issues that are central to the lives and skill sets of women in leadership. It covers the exploration of the role and impact of women on themes such as Anthropology, Globalization, Demographics, and Gender equity. Wired to Win is meant to lead participants on a personal journey towards achieving deeper levels of self-awareness, learning how to deal with the stress caused by playing multiple roles, and how to create an authentic and powerful personal leadership brand...

Diversity and inclusion is are company’s mission, strategies, and practices to support a diverse workplace and leverage the effects of diversity to achieve a competitive business advantage. Companies that create diverse and inclusive work environments are more adaptable, creative, and become magnets that attract top talent. A strong diversity and inclusion strategy can help your organization drive innovative results and outperform peers. For organizations looking to shape up their diversity and inclusion programs and policies, the change can be challenging — and rewarding. The concept has continued to gain traction in the corporate world as its benefits have become increasingly clear. It is “not an HR program, but a business strategy. It is true that the “needle is driven by HR”; however, it is not enough for it to be solely an HR program.

Interestingly, according to a report by Deloitte, it is revealed that diversity is perceived differently by generations. Millennials view workplace diversity as the combining of different backgrounds, experiences, and perspectives, and they believe taking advantage of these differences is what leads to innovation. Gen Xers and Boomers, on the other hand, view workplace diversity as equal and fair representation regardless of demographics without necessarily considering diversity’s relationship with business results. Inclusion in the workplace is a collaborative, supportive, and respectful environment that increases the participation and contribution of all employees. As a matter of fact, true inclusion removes all barriers, discrimination, and intolerance. When applied properly in the workplace, it is natural for everyone to feel included and supported.

Diversity and inclusion are more than buzzwords, and need to be taken seriously. Our program supports the creation of robust D & I programs.

Specifically addressed are:

Define the contours of what diversity means - the parameters and an assessment of the climate of diversity as is in the organization

Determining what gets in the way - the challenges ( biases, stereotyping, culture)

Designing an inclusive culture and organization using the 5 levels of inclusivity, a gender less approach ( yin and yang) and creating inclusivity strategies