Info
- Category : Customised Learning Interventions
- Client : Global Energy Organisation
Project Brief:
One of the largest energy players in the world has a significant presence in India. As the operating environment changes, the corporate mission defined a new charter for leadership. This included a significant thrust on developing behaviours like – inclusive value creation, internal and external collaboration, thinking digital and innovation. We partnered with them in India and the subcontinent to develop a 6-month long intervention for CXO-1 level leaders.
Our Approach
- The intervention was supposed to drive mindset change spread through a span of 6 months, the design was deliberately kept simple. It focused on managing self, managing teams and managing business.
- Each part of the intervention was designed for context, including simulations, cases, role plays etc.
- 50% of the delivery is classroom and 50% virtual, which covers aspects of deep introspecting driven through conversations based on psychometric assessments, as well as drive the big picture understanding driven though workshops.
- Virtual work includes small group work and individual coaching/mentoring.
- The key has been keeping this practical; all the facilitators and coaches have been senior practicing managers themselves.
- The virtual solutions were delivered through a single integrated platform with a single login and the process was completely virtual
01
Key Highlights
- We were able to address the need of the client which was to create an appreciation for futuristic skills and competencies at the business as well as self-management levels.
- The program was designed for a seamless transition between Face to face, high interactive and virtual self paced learning.
- Development planning was based on psychometric tools, role plays and other specially designed instruments and methodologies in context of the group.
- Differentiated learning for the top 20% of the group, where the focus was development considering both the organizational and persona agenda. Which culminated into deep introspections, fostering responsibility and enabling action.
02
Success Levers & Outcome
The seamless flow from focusing on self then at the level of the organization and team, finally culminating it into the context of the industry created very strong and well-rounded experience for the participants.
We have covered approximately 150 people in batches of 15 and are signed up to cover more leaders though the consecutive years.
- This is now part of the clients overall leader development portfolio, and each year we cover around 100 leaders across portfolios.
- The Assessment Centre Exercises were deployed through Think Talent Virtual Assessment Platform. Our digital platforms allowed us to enable seamless delivery of the entire assessment process including participant, assessor and client team experiences. The platform even provided options of mirroring or recording which provided assessors to see participants in their work context.
- Integrated development approach, as against pure one-off coaching, we integrated different methodologies, psychometric tools and existing work done by the client into our offerings and helped the leaders connect the dots well in their minds.