Talent & Leadership |

“To help others develop, start with yourself. When the boss acts like a little god and tells everyone else they need to improve, that behavior can be copied at every level of management. Every level then points out how the level below it needs to change. The end result – no one gets much better.”

Marshall Goldsmith, Leadership Coach and Management Author

We support organizations to develop different types of competency frameworks (competency models) as required, which focus on identifying the behavioral, managerial, leadership, functional, technical and business skills and traits for performance evaluation, performance improvement and development of its people in different jobs. The set of required competencies serve as optimum guidelines for mapping the employees in their current and future jobs. This is also correlated with superior performance on the job and is used as an organizational standard against which to measure performance as well as to recruit, train, develop, evaluate, promote and reward employees in the organization.

Our work in this area revolves around designing and developing performance appraisal systems for organizations, by aligning their vision, mission, strategies and objectives with the key priorities and deliverables from each job (position). This also includes the process of goal setting (objective setting) and defining the key behavioral indicators for each individual in their respective jobs, so as to ensure that the business outcomes are consistently being met in an effective and efficient manner.

We work with organizations on a selective basis and through focused interventions for enhancing the quality of their leadership abilities and attitudes, both at the individual and enterprise levels. This is based on carefully identifying the competencies and behaviors based on the job (role), and working in a structured manner over a period of time to ensure individual effectiveness for organizational impact.

We develop and conduct assessment centers (AC) for organizations, and for diverse objectives like recruitment and selection, potential for promotion in management jobs (positions), and career and succession planning for leadership roles (positions). Based upon detailed analysis and report by experienced and trained assessors, organizations will do a review of the skills and competencies of the individuals for the job in consideration and take an informed decision on the same.

Our work in this area involves developing career frameworks for employees, based on the organization, the industry, the technology and the nature of business. A clear and systematic career path helps both the organization and the employee to internally chart a course of action based on business needs, availability of other jobs, employee performance output and his/her individual developmental plan.