What We Do
I am into the people development space. My services includes, people development as well as people process development. I provide services to individuals, teams, corporates and non-profits.
Few of my services includes:
Our approach to coaching combines deeply compassionate, relationship-oriented style with a powerful, results-oriented focus best suited for your business environment. Our Coaching aids clients in overcoming barriers, developing resilience in the face of adversity, thriving in change, and achieving breakthrough performance. Further, coaching provides a rich environment promoting ongoing self-awareness, environment awareness, executive presence needs, learning and support. Through our coaching techniques, we partner to identify core competencies and developmental opportunities. Our coaches have extensive experience in a wide variety of individual, teams coaching.
Team coaching works along the team members and stakeholders to prepare the team to evolve and tuned to the business needs.
Learning & Development
We catalyze change, engaging heads, hearts, and hands to build and sustain meaningful and measurable transformation in people and process. To support the change initiatives we customize and design the learning initiatives to improve the workplace performance. Our L&D topics includes:
- Leadership Assessment and Development
- Leading and Living Change
- Engaging and Empowering Leader
- Giving and receiving feedback
- Behavioural Event Interview Techniques
- Diversity and Inclusion
- Leading Teams of future
- Train the Trainer
The key to progress and grow is in identifying your goals and writing them down in methodical way. Making it understandable for everyone and aligned it with the overall organizational goal. In his book The Fifth Discipline, Peter Senge describes this dilemma when he notes, “Many leaders have personal visions that never get translated into shared visions that galvanize an organization.” The Balanced Scorecard allows an organization to translate its vision and strategies by providing a new framework, one that tells the story of the organization’s strategy through the objectives and measures chosen. Choosing the measures for the goals is important as well. We stress the importance of the word balance in the Balanced Scorecard. It represents the balance between:
• Financial and nonfinancial indicators
• Internal and external constituents of the organization
• Lag and lead indicators
Having done that, measuring the progress being made is very important. The scorecard should be a tool to manage, communicate and align.