Consulting

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Today’s global complexity requires a nimble workforce that can adapt to rapid change, new demands, and unforeseen challenges. We provide your organization’s workforce with ways to connect, collaborate, learn from, and share with their colleagues across all levels, locations, and functions.

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Charanjit Lehal

Principal Consultant

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MODERN DAY MENTORING

Today’s global complexity requires a nimble workforce that can adapt to rapid change, new demands, and unforeseen challenges. To succeed, companies must constantly innovate. Providing your organization’s workforce with ways to connect, collaborate, learn from, and share with their colleagues across all levels, locations, and functions is critical. This is the driving force behind modern mentoring.

Impact Consultants Mentoring Consulting

The consulting intervention is based on the AXLES Model. The Mentorship Program consists of the following 5 components:

  • Alignment – Align to the business purpose, creation of a mentoring purpose statement.
  • Experience – Design an impactful experience consisting of program structure, schedule, participant matching & Expectations.
  • Launch - Launch of the program, Skilling workshops for the mentors and the mentees.
  • Evaluate – Evaluate effectiveness – writing a meaningful story of the program after collecting data from the evaluation phase.
  • Support – Support participants through resources and tools throughout the mentoring process.
  • The Outcomes: The purpose of mentoring has evolved from getting a handful of people ready for leadership roles and shifted to a practice that focuses on three key areas:
    • Increasing an Organization’s Intelligence (Emotional, Leadership, Technical)
    • Creating a culture of Alignment & Ownership, Initiative & Performance
    • Accelerating Employee Development.

TRAINING EFFECTIVENESS

Training Evaluation: Measurement and Evaluation have been changing and evolving across organisations. Organisations are increasing their investments in measurement and evaluation (up to 3‐5%) of L&D Budgets. Organisations are moving up the value chain, away from measuring reaction and learning to measuring application, Impact and occasionally ROI.

Culture Impacting: We have created various models which can help organisations go beyond the concept of measuring training programs. We focus on effectiveness, efficiency and alignment of the entire training intervention. The process shifts the focus from measuring the program to how effectively the organisation is utilising learning.

Integrated: The information generated is actionable information for improvement. We track various lead measures so as to leverage early successes, bring in the course corrections by removing the barriers to learning application. Line managers are an integral part of supporting applications. This integration between the L&D and the line helps the chain of Impact(Reaction‐learning‐Application‐Impact) to be strengthened at each level.

Learning Value: Our focus is on building a credible process – one that generates value that is believable, realistic, and accurate, particularly from the view point of sponsors and stakeholders.

Training Interventions: Evaluation projects involve detailed planning, Time bound execution. Project methodology works the best for these kinds of interventions. A retainer relationship is the most suitable type of engagement.

MANAGING TRAINING FUNCTION

Many organisations do not have a full-fledged training department, but training needs are the same. Smaller organisations not only have the same kind of training needs as the larger organisations, but they may also have greater requirements because of the diversity of assignments created by their small size.

These organisations lack the personal as well as experts who can do justice to the training and development needs of the organisation or the employees.

Impact Consultants offer a full range of services for these organisations.

  1. Retainership – An agreed number of consultants as well as days are agreed where impact consultants provide service to the client at client location.
  2. Development Projects –Identified projects are handled end to end for the client. These can be comprehensive projects which may include training needs analysis, Design of the curriculum, delivery of the program, training the trainer programs or any kind of evaluation program.
  3. Management Development programs – Certain training programs are customised for the client organisation and run for them.
  4. Open programs – If the number of employees who have to attend certain training programs are less, then these employees are nominated for the appropriate open programs.

The benefits of these consulting projects for the client organisation are:

  1. Cost Optimization –The consulting projects are designed to suit the available budgets within the organisation.
  2. Expertise –The organisation benefits from the vast experience of Impact Consultants.
  3. The Knowledge transfer – The organisation can nominate designated employees who can be taught and coached by Impact consultants for specific projects.

BUILDING DIVERSE AND INCLUSIVE CULTURE

Business context:Inclusiveness is not only a social issue but also a key business driver. Diversity & Inclusion needs to be a strategic priority for any organisation. Gender balance fosters creativity and innovation and ultimately drives better business results. When women reach their full potential, business and society are stronger and more successful.

Consulting Solution:The consulting intervention will enable client organisation to create a gender inclusive, diverse, and equitable workplace. It clearly outlines a pathway for the initiatives, competencies, and policies that are critical to move forward in a positive way. This culture building intervention will enable the participants to bring change in their behaviours in a phased manner.

The design caters to the need of support at various stages of change. The 4 distinct and integrated phases are

  1. Learning –The participants learn about the topic of Diversity and Inclusion. The sessions establish the need for Diversity and Inclusion (The WHY) and then the participants will be taken through the most relevant content (The WHAT). The participants create workgroups (5 – 6 members per group)
  2. Assimilation –The participants create a personal connection during discussions. These are group discussions. These sessions help the participants to get clarity about what they need to do in their day today life.
  3. Application – The participants apply the learned skills at the workplace. They are supported by their supervisors.
  4. Integration –The leadership does a review involving leaders, participants, and Impact Consultants to assess the Application and Impact of the new behaviours.