Corporate Presentation 1 1
Contents A new approach is needed in Learning! 1. Our focus on the new approach 2. The new-approach focus areas 3. Some of our key clients 4. Recognition for our work 5. Why us: Our 5 USPs 6. Annexures 7. Founders Profile Successful interventions: More Case Studies 2 2
1. A new approach is needed in Learning! New approach Current reality Often Soft skills Made-to-order trainings fail hard programs grounded in business realities business realities 60% of Tools to increase classroom learning retention, learning- forgotten in 24 application and results hours measurement 3 3
1. A new approach is needed in Learning! New approach Current reality Use of Alternate Pressure to optimize Delivery Techniques Training budgets but (ADTs) E-learning success limited Simulations that Gen-Y: More engage, excite and put demanding tech-savvy learner ‘in -the- flow’ (a la learners games!) Need for ‘Holistic’ Pure ‘Functional approaches and partners Specialist’ approaches who bring ‘right’ skills to sometimes cannot fully resolve persistent the table issues of the VUCA world 4 4
2. Trajectorie …Our focus on the new approach Founded with the mission to… “Deliver Measurable Value to our Customers through Effective People and Process Solutions” 5 5
2. Creating value across organisational spectrum 1.Coach for Leadership performance Leadership 2.Build teams at the top 1. Build Functional ‘Management’ skills Middle Mgmnt. 2.Enhance Managerial performance 1.Improve Functional performance Frontline 2.Retain and develop high performers 3.Optimize T&D budgets 4.Implement change Building People & Process solutions for key business challenges 6 6
3. Our new-approach focus areas Immersive Simulation Learning Custom built Classroom Programs Specialized Process and People interventions 7 7
3. New age offering…. Immersive Simulation Learning (ISL) Immerses player-learner into real world situations e.g. sales objections Player-learner response determines how the simulation proceeds e.g. how the customer in the simulation responds Increasing gradient of challenging situations Scores and feedback to improve performance Competency Report to support post-learning coaching Result Increased knowledge of skills and ability to respond in real-life situations* * Based on to simulation based learning concept pioneered by US army for training 8 8
Simulation Learning - Benefits Learner Organisation Develop skills for practical for Develop a variety of skills real life situations Interactions skills – e.g. sales, Learn at own pace collections, service, influencing ‘Play again’ option to practice and Thinking skills – prioritization, improve skills decision making Increased engagement through 100% automated employee-wise challenge and graphics report on competencies and gaps Super fast interface speeds Optimized training spends and efforts for geographically distributed / Just needs a browser to start small employee populations learning Unbeatable 4-6 weeks to customize to industry/company scenarios Ultra simple software requirements – just a browser and low bandwidth 9 9
Simulation Learning: Our current product suite • Interaction skills • Cross Cultural sensitivity • Collections prototype • Operations Manager Program • Decision making and • Grooming skills prioritization • Mastering English language Game Pure ISLs based ISLs 10 10
Simulation…Sample Demos 11 11
3. Our new- age offering… Customized Classroom Programs Programs for Leadership performance: Leadership team building, E.Q. in leadership, Hogan assessment, 360 feedback (PDI), leadership skills series Leadership Programs for Managerial performance: Operations Management, Sales Management, Managing Managers, Influencing skills, Presentation skills, E.Q., MBTI, Managing Meetings (6 Hats) Programs to increase functional performance: Sales, Service, Collections, Channel Management, First Line Manager 12 12
Classroom sessions: Customizing model Model Details 5D Model Diagnosis of issues holding back performance using tools like 360 degree interviews of stakeholders, formal 360 feedback, observation, discussions with organizations’ clients sharing of summary with client Diagnose Develop intervention blueprint with modules, objectives, methodology, timing discussion and agreement with client Derive Develop Design the detailed module based on blueprint, customizing Results Structure calls and research (including activities, case studies, role- plays, simulations) Delivery through certified trainers, effectiveness measurement at level 1 and 2, post-program reinforcement messages/ quizzes and/or tool-based Level 3 effectiveness Deliver Design Derive stage involves deriving the benefits using qualitative (e.g. direct feedback from participants) or quantitative statistical tools 13 13
Custom-built classroom programs: Landmark Programs • Customer Centric • Cross cultural • Influencing skills Communication sensitivity • Operations Manager Program Easa Saleh Al First Gulf Lyondell Basell Gurg (UAE) Bank (UAE) • Train the Trainer • Managing Sales • Re-orienting for Performance services Tata Consultancy TVS ZICOM Services 14 14
3. Our new- age offering… Specialized People & Process interventions Interventions 5D Model Training Effectiveness Measurement Diagnose systems and tools OD interventions Derive Develop Results Structure Career path design Leadership coaching Leadership passage (Turn skills) Deliver Design coaching Induction Design 15 15
3. Our new- age offering… Effectiveness Measurement: Our approach We have experience in designing and implementing tools for effectiveness measurement for all 4 levels of effectiveness Level 4 – Measured by v. select companies Business Results Tools: pre-post metric analysis using statistical tools like Impact on samples, T-Test, Chi-Square Test Business metrics regression Measured by v. few companies Level 3 – Behavior change Tools: Post program Surveys/ Change of behavior/ assignments/ feedback from application at work supervisor / On-job- observation/ test/ simulation Measured by few companies Level 2 – Learning Value Increase in knowledge/ skill or Tools: Pre-post test, calibrated capability as a result of the program role-plays/simulation, case based assessments Most companies measure this: Level 1 - Reaction or Tool: Feedback forms covering What they thought and felt about the training Overall Satisfaction, Module – wise Relevance, program design, Logistics, Trainer Satisfaction 16 16
3. Our new- age offering… Effectiveness Measurement: Services we offer We can help with… Complete design and deployment Want to create – Program, assessment tools and ‘service guaranteed’ process, certification, statistical programs? validation of business impact Complete design and deployment Want to make a – Program, assessment tools and business impact with process, certification, Training and L&D? measurement of business results Design and independent Want to assess deployment of assessment tools effectiveness of and process and statistical existing programs? validation 17 17
3. Our new- age offering… Specialized People & Process interventions Interventions Our differentiation Career Path Lateral and vertical Integrated design movement Leadership Including Cognitive For turn coaching coaching skills Induction Mirrors classroom 1-point design training principles interface OD Measurable results Diverse interventions Custom Coaching Niche requirements Approach 18 18
People and Process initiatives: Landmark OD interventions Duration: 5 years Result: Team able to take on more risk, moved from captive to white labelling, quarter-on-quarter stretch targets met Key interventions Objective: • Programs run (once a Develop ability of the quarter) covering Team leadership team to take Bonding, understanding on calculated risks and self, learning application, work together seamlessly • Leadership Competency identification Sector: Diagnostics: MBTI, E.Q., observations, • Turn-skills coaching for Financial Services interviews managers Development program for : Leadership team 19 19
People and Process initiatives: Landmark OD interventions Duration: 1.5 years Result: Creation of consistent managerial Key interventions: talent pool at middle management • Competency Diagnostics: framework and map • Design and rollout of 2 year long programs – Interviews with Organization’s for internal promotees Sector: clients, observations and for laterals IT, ITes, BPO • Post program level 3 results Creation of consistent ‘Managerial Brand’ w.r.t. client experience 20 20
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