Enabling "Ready" Talent Pipelines
Helping organizations achieve rigor and scale with their talent processes
Trusted by
Leading BFSI Institutions
Key Talent Priorities
Improving Engagement
& Retention
Streamlining selection & onboarding process & other aspects of employee experience to improve engagement & retention
Strengthening Succession Planning
Taking a structured data-driven approach to succession planning & talent development & building a strong talent pipeline at all levels
Scaling up
Talent Practices
How are BFSI Companies Retaining & Developing Talent for the VUCA World?
Watch the video to learn how organizations are transforming hiring, investing in assessment and development centers, and creating customized capability-building roadmaps to retain and upskill talent in today’s volatile and uncertain business environment.
Strengthening Talent Assessment & Development
at a Leading Private Bank
Our client, one of the largest private banks in India, was looking to democratize and scale up their talent review and development process for first and second-level managers.
Instead of focusing on a select few employees, the Bank HR team wanted to deploy a wider process covering 17k+ employees at these two levels across the organization.
We worked with the Bank HR team and other stakeholders to co-create and deliver a scalable digital-led solution combining assessments, IDP & virtual learning which could cover 17k+ participants in the same cohort.
Participant Journey
Implementing 360° Feedback Survey in context of Leadership Development
Curious about how a Digital Payments Market Leader achieved remarkable results in developing its top 100 leaders?
Discover how our customized 360° feedback survey, tailored to their unique leadership system, prompted deeper reflections on individual working styles, leading to actionable development plans.
100 Leaders | 1500+ Respondents | 94% Completion Rate
Developing Managerial Capability
at a General Insurance Firm
First-level Managers (FLMs) play a critical role in improving productivity and retention of the on-the-ground workforce, esp. in distributed set-ups in the insurance industry. Designing effective development programs for FLMs requires attention to a few key considerations:
- Relevance & Contextualization: Contextualizing content to participant context came across as a key requirement. Simpler language, industry-specific and even role-specific examples (e.g., banca vs. agency), and easy-to-use on-the-job aids proved to be great enablers for success.
- Delivery Format: One-off workshops have not proven effective, but getting people to travel for multiple workshops is very expensive. A hybrid or virtual learning journey with multiple touchpoints in small groups came out to be a more effective solution.
- Facilitated Conversations: Most managers were not looking for conceptual inputs. Our facilitators could engage the audience effectively by enabling conversations around on-the-ground issues and connecting concepts & skills to these issues.
More Resources
What does it take to run a good pilot?
Define specific learning objectives for the pilot & establish measurable outcomes to gauge success.If your focus is smooth participant experience…
Five Game-changing Strategies with Real-world Examples
Don’t wait to run a perfect pilot with all the elements finalized. Conduct multiple pilots with varied goals….
Investing in your first-time managers is critical.The first-level managers in an organization play a critical role in cascading down and executing organization-wide changes.
Connect with us
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