Leadership Development Program

Need

The client company is one of the largest groups in financial services with over 2200 employees. The industry was facing tough times for the past 2–3 years and continued to be depressed for nearly a year. A new CEO had taken over from 2013 and restructuring within the team was done.

The employees were loyal to the company. This was demonstrated by the department heads that were with the company for nearly 10 years. The company in turn rewarded loyalty in the organization. The employees were highly competent in their work and had a vast networking strength.

The client company wanted to design learning cum experiential intervention for their middle level managers (AVP/V P grade). The objective was to equip the participants with perspective, skills, outlook and knowledge to perform their roles effectively and also to prepare them for expanded leadership roles. This was envisaged to be a learning academy that offered a 6 month intervention using a combination of in-house and external speakers as well as external training programs.

Industry

Finance

Solution Category

Structured development of potential young leaders to scale up to the next level of leadership in the organization.

Impact

  • Leadership Competencies

    Leadership competencies related to team leadership, strategic agility, execution skills, empowered leadership, communication skills, customer centricity, developing people and people management, drive for results, problem-solving and decision making and risk taking ability were identified at the first stage of intervention. The average scores of all the participants on these competencies in the pre -intervention stage was 3.8 which reached 4.1 as assessed by the seniors; a significant increase of 0.3 towards the end of the intervention. There had been 10 to 20% average improvement in each competency.

  • Participants Feedback

    The participants were asked what had they learnt and its applications.
    a. Execution Skills: Helped in bringing in discipline and structure in their execution skills by actively using the Action Log.
    b. Collaboration across city/regions: The participants have bonded with each other as a result of which:
    i. productivity has improved
    ii. conflicts have reduced
    iii. things are moving quickly
    c. Higher ownership/accountability : Participants felt the need to take more accountability and responsibility and this has helped in taking actions for their own work
    d. Goal Setting: brought in a systematic way of setting goals. The goals are now set using the SMART technique.
    e. Delegation : Are able delegate more effectively
    i. applying the principles of delegation
    ii. take more risks in people by letting them take bigger role
    f. Time Management: A huge improvement in their managing their time :
    i. now able to avoid procrastination
    ii. started making daily plans
    g. Self-Mastery – They are implementing aspects of Self-mastery:
    i. started living in the now leading to more effectiveness
    ii. started being sensitive to others’ emotions and situations and understand them better
    iii. helped in understanding team members better
    h. Hedge Hog Concept – have applied this to investments.

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