Piloting your way to Program Success
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…
Helping organizations achieve rigor and scale with their talent processes
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Streamlining selection & onboarding process & other aspects of employee experience to improve engagement & retention
Taking a structured data-driven approach to succession planning & talent development & building a strong talent pipeline at all levels
Deepening digital adoption to deliver talent practices at scale to a large geographically spread out workforce
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.
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.
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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.
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:
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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.
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.
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