Learning and Development Solutions

Learning and Development Solutions

Ideology

Some of our flagship programs around Leadership Development focuses on Strategic, Performance and People Leadership. While core competencies of an organization are unique, developed over years that differentiate itself from its competition, the design approach of our Leadership Development Interventions are derived from fundamental competencies that house it all under its umbrella:

  1. Communication
  2. Leadership
  3. Teamwork
  4. Customer Service
  5. Results Orientation and
  6. Problem-solving

Approach

Customized to align with the context of an organization or any specific need, the intervention produces an objective outcome when mapped with Organizations objectives and/or learning needs identified through performance management system that captures specific feedbacks from the supervisors and at the Organization level on a broader perspective.

  1. Designing a fully customized solution post validating the need through assessment centers, Focused Group Discussions, and Feedbacks.
  2. Program implementation – workshop and micro learning elements on our LMS Platform.
  3. Teamwork
  4. Monitoring and review by dedicated coaches for continuous traction in adoption.
  5. Tracking critical metrics and supervisor feedback to check effectiveness and improvement.

Service Differentiator

  1. Superior engagement levels, customized learning solution to address specific needs.
  2. Robust reports and analytics to measure learning effectiveness and outcome.
  3. Learning management system supports seamless tracking and communications in any phase of learning.

Theories/Methods/Tools

  1. LMS Platform

Ideology

Succession planning is a process for identifying and developing new leaders for the future need of an Organization that may arise when individuals resign, retire, are let go, or go on a leave of absence. Effective succession or talent-pool management concerns itself with building a series of feeder groups up and down the entire leadership pipeline or progression.
Our future readiness model relies on a HiPo identification model that maps the organizational competency requirement with a competency of the
existing pool of employees.

It works around three critical areas:

  1. Potential
  2. Performance
  3. Perception

Potential is identified from the already established HiPo Employee Identification Process, Performance is identified from the data that is obtained from the Performance Management System (PMS) and Perception is measured from our multi-rater (360°) feedback platform.
Career progression readiness gauges ability and potential for the next level. However, the organization has to develop this potential further via talent development initiatives. Our breakthrough solutions around employee development that cater to a complete learning experience encompassing Learn-Practice-Teach is really effective.

Approach

Step 1: Identifying the next-level readiness criteria.
Step 2: Benchmarking and setting up proficiency levels.
Step 3: Administering assessment center tools for gauging readiness potential. Popular competencies included in the readiness index are: Strategic Agility, Empowering Teams, Operations Management, Customer focus, and Cultivating Learning Culture
Step 4: Conducting multi-rater feedback exercise for capturing perception.
Step 5: Quantifying performance indicators
Step 6: Integrating potential, performance and perception insights to gauge next level readiness
Step 7: Designing and Implementing talent development initiatives.

Service Differentiator

  1. An objective solution that uses scientific methods to identify the right talent for career progression.
  2. Ensures right talent is identified for organization invest on.
  3. Inclusive, bias less and fair talent decisions.

Theories/Methods/Tools

  • Behavioural Assessments
  • Cognitive Assessments
  • Simulations – Leadership and Competence
  • Situational Judgement Tests
  • Multi-rater (360°) feedback platform

Ideology

In today’s extremely competitive business environment, having an advantage over the competition is useful. One of the most important tools that a company can have to ensure that it stays one step ahead, is a strong sales team as it is the most important factor influencing prospects’ decisions to buy.

To keep such a team engaged and to ensure that they at their best, it is imperative that the team is reinforced with regular learning and development aids. Typically it is seen that the sales leaders struggle with diagnosing causes of poor performance, identifying granular problem areas in the Sales Reps’ product and process knowledge and providing regular feedback on selling skills on a consistent framework.
Our Sale learning and development solutions are created to develop the fundamental skills required for a salesperson. Built-in features of the program ensure regular learning through our learning solution embedded on our LMS platform.

Approach

  1. Identifying learning need and success criteria for sales employees based on knowledge, skills, and effort.
  2. Integrating performance data from organization’s CRM platforms or any other regular sources such as lead management system etc.
  3. Defining skills gaps and identifying areas of development at an individual/group level
  4. Enabling training and development of sales employees classroom, webinars and micro learning, integrated into our learning and development tool.
  5. Measuring and Tracking progress through the learning cycle to ensure planned learning outcome is achieved.

Service Differentiator

  1. Our “anywhere learning” solution ensures mobile/web-based training interface.
  2. Savings on time and resources – Our micro learning tool seamlessly integrates with existing CRM, LMSs and HRMs
  3. Clear visibility of Learning ROI via best in class analytics.

Theories/Methods/Tools

Our Micro Learning tool embedded on our LMS Platform – Orion Learn

Ideology

Many organizations expect managers who manage employees to exhibit both management and leadership qualities. They are required to build relationships among direct-report employees and to motivate them to achieve individual and group goals. The degree to which managers can successfully manage their staff’s performance will be important for evaluating their worth to the organization.

Defining managerial effectiveness depends on an organization’s management model. One way to look at managerial effectiveness is this: it’s the combined effect of a manager who uses different management tools and techniques.

The model we follow to enhance managerial effectiveness is through a unique combination of Experience-Learn-Practice-Teach.
The entire intervention is built around SIx fundamental competencies (CLTCRP):

  1. Communication
  2. Leadership
  3. Teamwork
  4. Customer Service
  5. Results Orientation and
  6. Problem-solving

And is crafted considering the competency requirement of the organization.

Approach

The intervention is customizable based on the organization’s need. This is done by the map popping requirement on the Six Fundamental Competencies. This is then clubbed with top 3 individual development needs as identified by assessments and supervisor’s feedback.
Customized to align with the context of an organization or any specific need, the intervention produces an objective outcome when mapped with Organizations objectives and/or learning needs identified through performance management system that captures specific feedbacks from the supervisors and at the Organization level on a broader perspective.

  1. Designing a fully customized solution post validating the need through assessment centers, Focused Group Discussions, and Feedbacks.
  2. Program implementation – workshop and micro learning elements on our LMS Platform.
  3. Monitoring and review by dedicated coaches for continuous traction in adoption.
  4. Tracking critical metrics and supervisor feedback to check effectiveness and improvement.

Service Differentiator

  1. Superior engagement levels, customized learning solution to address specific needs.
  2. Robust reports and analytics to measure learning effectiveness and outcome.
  3. Learning management system supports seamless tracking and communications in any phase of learning.

Theories/Methods/Tools

  1. LMS Platform.