Behavioural Training Brochure

Perspective That Matters

+91-7355737427 director@drishtikonconsultants.com http://www.drishtikonconsultants.com

 Our Sample Learning & Development Offerings

Influencing Skills

Managing Conflict

Self Awareness
 Methodology

Group
work

Role plays Psychometric

assessments

In- class
Outbound experiment
activities al activities

Case Lecture /
Discussions Live projects
 Introduction
Managers act as a bridge between
Leading from middle level is about senior echelons of the organization and
translating business strategy into that of the front line executing staff, it
executive strategy becomes critical for them to be really
effective in their role.

It is a challenging role to translate and balance They would need to possess key competence for advanced
the paradox of strategic objectives and individual execution of their company’s strategy and at the same time,
needs and challenges faced by the execution they should be adept at softer aspects of leading people and
team. managing behavioral nuances of both senior and junior
colleagues.
 Augment their skills to be
an agile leader.
Develop personal and
professional skills to become
1 Benefits for Employees 4 Get insights into their
leadership strengths.

a leader in the organization.

Develop their interpersonal

Be able to maximize
efficiency and achieve
organizational goals.
2 5 skills and influencing
skills.

Enhance skills to proficiently Get recognition, rewards and

deal with complex behavioral

situations at work.
3 6 promotion in their profession
by strengthening their
leadership skills.
 Program Outline
• Developing a business perspective.
• How do paradigm shifts occur in
organizations?
• What leaders should know about
organizations.
• Understanding the behavioral dynamics
at work.
• What leaders should know about
organizations.
• Stories and experiences of behavioral
subtleties at work and their impact on
• Insights on business strategy and its relations
performance
to various functions.
• Decision making: from decision to action.
• Developing a holistic perspective on inter-
linkages between various business functions.
• Organizational culture and decision
making.
• Developing a perspective on behavioral
dynamics at work. How are organization
• Learning to deal with ambiguity.
cultures formed?
  Let’s face the reality; we all need to be better influencers with every passing day.

 Hardly a day passes that we don’t try to influence ourselves or others to do something different.

 It’s time this changed. By drawing from the skills of many of the world’s best change agents and combining them with
Introduction

five decades of social-science research.

 When we have ourselves done something new/ different we recall the prime influencer/motivator because of him/ her we
did things which we would have otherwise not thought of doing.

 In summary, we continually work on ways to exert our influence, but we regularly fall short. In spite of the fact that
we’re routinely trying to help ourselves and others alter behaviour, few of us can articulate what it takes to do so.

 This workshop aims to enhance participants influencing skills and is designed

to learn the art of influencing. A tool which would enable ones ethical and
spiritual dream of making a difference in this world, come true.

 We do our best to motivate employees to demonstrate more concern for

profitability. We struggle to enable our teams to complete projects on time and
on budget.
 Broad Outline

Learn how to identify

How to identify the How do you motivate personal biases and
key stakeholders to employees to go above challenge your
your initiatives and beyond the call of assumptions to enable
understanding your duty to get the job break your habits which
stakeholders- what it done? deter your leadership
entails?
Understanding effectiveness
the science of
influencing and
persuasion

Understand interpersonal
What influence tactics Learn what are your and organizational
can you use when you strengths that you can dynamics that will enable
do not have the formal leverage upon to be you to focus on your
authority to tell an effective leadership style and
someone what to do? influencer. approach to persuade and
influence others.
 Introduction
Supervising and developing others and getting projects completed through delegation requires different set of skills.
This change is not only a case of changing a job title, more a case of transforming the role into new skill requirements and
capabilities requiring the execution of new responsibilities and the achievement of results.

When people are promoted to management At this point of change technical skills are
positions for the first time, it is vital that no longer sufficient. There is a considerable
appropriate tools, techniques, and guidance difference between being an experienced
are provided to make a successful transition individual contributor and developing into a
from being a member of the team to leading manager
the team.

The organizations have seen their top performers get results. These employees go above and beyond what's expected of them.
They show potential. They have proved themselves to be effective workers. And now they're being promoted to management
roles.
 Program Outline

Gaining self – awareness for becoming an effective manager.

Understanding the challenges of a managerial role.

The new age manager and the competencies require insight on

personal characteristics and capabilities and its personal impact.

Exploring personal style in interpersonal context. Understanding

and leveraging organizational dynamics.

Building and leading effective team channelizing the team effort

towards achieving goals. Developing strategic business
perspective in making effective decisions
 Benefits for the Employees

• To understand • Gaining self- • Building and • Developing • To develop

what it means awareness for leading an business roadmap for
to be a becoming and effective team perspective to self -
manager effective be an effective transformation
Manager manager .
 Introduction

1 2 3
People are the centre of all HR for non HR managers is Any manager with
activities no matter what a one-day course taking the responsibility for
the business is & how line manager through the recruiting and managing
large the organization. complete employee life- staff requires an
Leveraging HR can create cycle from pre-recruitment understanding of the
sustainable competitive to post-termination as well basics of hr best practice
advantage for high as covering key in order get the best out of
performing companies. employment legislation their team avoid
affecting the employer- employment legislation
employee relationship. pitfalls.
 Program Outline Overview of HR
functions in
today’s business
context

Understanding HR
planning,
recruitment &
selection process
Coaching &
mentoring,
employee work
performance,
motivation &
Job analysis, job teamwork
description &
KPI, Understanding
performance manpower
appraisal & planning and
counselling . succession
planning
 Discover Strategies to attract and retain top talent.

Examine best practices for managing Performance and creating Compensation, training and
Benefits to the Employees

benefit systems that drive bottom-line results.

Analyze HR issues and develop action plans you can implement in your organization.

Identify the importance of Employee Engagement and managing the ‘Psychological

Contract’.

Identify means of establishing employee performance standards and subsequently monitor

and review that performance.

Understand and operate within best practices and comply with legislation.

Sustain competitive advantages for performing employees.

 COMPETENCY MAPPING

Introduction

Competency based HR is a key ingredient for

Competency Mapping is a process of identifying transforming HR Function into strategic business
key competencies for an organization, the jobs partner of an organisation. All HR processes and
and functions within it. systems revolve around competencies

For an HR professional to be successful, it is important to know how to

design competency framework for his/her organisation and align it with
various people practices.
 COMPETENCY MAPPING

Certification in
competency mapping will You would be able to
enable you to be a
design competency
preferred HR
framework for your
professional for any
organisation
Benefits for the Employees Organisation.

You will be better

able to assess the
performance of You will be able to
the employees. You will be provide best fit
better able to candidates for your
map talent organisation while
against roles. recruiting.
 COMPETENCY MAPPING

Program Outline

Understanding
about Designing competency
Aligning competencies
competency framework for
with all the HR
based HR. organisations.
processes and practices.

Learning all about

competency mapping
process and methodology
Performance Management: The most critical practice in HR system and also
the most controversial one. If done well, leads to employees’ satisfaction,
motivation, high performance, positive culture.

Even effectiveness of training, rewards, retention, career and over-all work

environment can be related to the performance assessment effectiveness or
ineffectiveness. Employees satisfaction and dissatisfaction with the same.

Employees perception of fairness of the process and its effective

implementation, transparency and clarity makes it a successful practice or in
just being considered by employees and managers as a tool for manipulation.
It is important to get the Performance Management System right for an
organisation to achieve its strategic goals and market leadership.
 Program Outline
Characteristics Implications,
of an effective consequences and
performance boundaries of
management performance
process management

Setting & agreeing criteria for

good & exceptional
performance
Objective setting,
KPI’s &
measurement.
 Benefits to the Employees
The employees will get the
greater skills, knowledge and
confidence in relation to the
purpose, potential benefits &
This program will help processes of managing
employees to align their vision performance well.
& strategy with team and
individual contributions
The programme will provide
space in which leaders will be
able to clarify and / or shape
how performance is managed
in their organization.
An uncertain macroeconomic environment creates increasing pressure for HR to drive
organizational performance through human capital solutions. HR professionals need to adopt a
strategic and holistic approach to play a pivotal role in enhancing organisational capability.

To connect employees with customers, deliver superior customer value and win in the market, HR
should be seen as a strategic partner in organizations. Becoming a strategic partner would mean that
HR professionals have to play a vital role in enhancing the Intellectual and Social Capital of an
organization. To successfully build the intellectual capital HR professionals require demonstrating
business, professional and personal competence.

The objective of this program is to enhance and build these competencies among HR professionals
to become a strategic partner to business. The program aims at building capability to link HR
practices and processes with the firm’s vision and competitive strategy. The program will enable
participants to manage and execute HR strategy and practices towards maximizing firm’s benefits
and success.
 Understanding HR in Context of
Business Strategy

Developing Capability:
HR Role of Strategic Business Partner
Executing and Managing HR Process’s and Practices
for Organisational Value Creation and Competitive
Advantage

Understanding HR Understanding HR
links to cross- systems and processes
functional areas
 Leading Across Cultures
Today's manager increasingly has to work in international Key Benefits
and cross cultural environments.
The program –
In addition to the normal pressures of man-management,
managers are now required to deal with challenges,  Will reinforce the capability to communicate
friction and misunderstandings emanating from cross and influence internationally.
Introduction

cultural differences.
 Will develop an understanding to the diversity
Effective management in the modern environment of practices across cultures.
necessitates cross cultural competency in order to get the
 Strengthen the ability to lead multicultural
best out of a multicultural team.
teams.
The program attempts to develop Intercultural competency
 Will enhance personal effectiveness in relating
that is the ability to work across cultures through an
to others in a diverse team.
instilled understanding of cultures on a general level in
terms of communication and working styles.

The program aims at offering individuals and

organizations an understanding of how cross-cultural
dynamics impacts them. It creates an understanding of
how people differ across cultures.
 Leading Across Cultures

Broad Outline :-
1. The nature and dimensions of culture.

2. Managing cultural differences.

3. The dynamics of intercultural communication.

4. Negotiating across cultures.

5. Working in multi-cultural teams.

6. Leading multicultural workforce and teams.

7. Human resource management across cultures.

8. The challenges of managing global careers.

Assessment & Development Center
Introduction
Assessment Centers are used in employee selection as a highly valid way of providing
multiple assessments of multiple competencies which are assessed by multiple
assessors. This design reduces subjectivity and value judgments and enhances
objectivity, reliability and, therefore validity.

Development Centers are similar to Assessment Centers, with the overriding

difference being that the former is used to assess those already within the organization
in order to discover development needs.

Scientific research has confirmed that both Assessment and Development Centers are
superior in terms of validity for predicting job performance, compared to many other
methods. However, in order to ensure this holds up, those designing, assessing at, and
running the Centers must be appropriately trained and, hence the need for Assessment
and Development Center Certification.
 Broad Outline
Participants begin Identifying and
with pre- Designing
Assessment
workshop Tools
learning. Then, Application of
they attend a Learning at
three-day Respective
Day 2
intensive Organisation.
workshop led by
facilitators.
Competenc
Framework
Behavioral
y Mapping

Indicators

Day 1
Day 3
and

Assessment &
Development Center
26 26
By the End of this Course, Participants will be able to:

Demonstrate Skills & Abilities to Understand concepts of

Complete the ORCE (Observe, inter & intra-rater
Record, Classify and Evaluate) reliability.
Process of Behavioural Assessment
Effectively.

Learn how to implement

weightages in an exercise
Give Feedback Develop Competence as
scoring grid. Conduct a face-
Supported by an Assessor of AC/ DC
to-face
Relevant
feedback
Examples.
session.

Develop competence in
the design and logistics
Identify /Design different Write report on candidates of AC/ DC.
tools & Activities linking Understand Graphic &
on their strengths &
them to the competency behaviourally-anchored
development needs against
framework. rating scales and to use them
competencies
appropriately.
 Workshop Faculty

• Tripti is a Business and HR Strategist, •She has conducted several certification

Educational Advisor and a Coach. A workshops of assessment centers for
thorough professional with a of blend HR professionals.
experience in Corporate and Education
• Has rich consulting experience with
sector
70+ clients ranging from large
• She is a doctorate (PhD) from conglomerates to small family owned
XLRI School of Management, businesses.
Jamshedpur.
• Has closely worked and interacted
• She has been full time faculty at the with senior leadership team (CEOs
premier business schools of India like MDs, CXOs and CHROs of 100+
IIIMB, IIMK and GIM. organizations in 12/ 14 different
Dr. Tripti Singh industry sector of groups like
• Is visiting faculty at IIM Amritsar,
Tata and Aditya Birla.
IIM Ranchi, TAPAI management
institute, IMT Hyderabad. • She has designed and developed
•She has rich blend of 21+ years of assessment centers for various
• She has also been faculty for executive corporate and academic experience. organizations and aligned HR
education programs at Ross School of
practices of organization with the
business, an-arbor, Michigan, USA.
same.
 We provide Strategic HR, OD, Leadership Development,
5 Behavioural Training and Executive Coaching to
About Drishtikon organisations in the corporate sector.

Our team is certified in various Psychometric tests. We use

4 psychometric tests for different assessment & development
purposes. We also design customized test for 360 degree
Assessments.

3 We are a team of experienced professionals having significant

. experience both in Academics, Corporates & Consulting.

We aim at enhancing Performance of Individuals, Groups &

2 Organizations by consulting into people practices. We develop leaders
across levels, lay & enhance processes for enhancing employee
productivity.

Drishtikon Consultant is a Strategic HR Consulting and Training firm

1 with two verticals Corporate and Education. Our clients spread across
12+ Industry sectors & range from young start-up’s to large
Conglomerates & Multinationals.