Learning & Development Programs for Executive & Management Development
iLearn includes all programs which are delivered customized to address specific needs and issues related executive & management development. It thus necessitates:
- Pre-workshop
- Sensing of the target audience and the immediate context
- Assessment of base-line competencies and learning / unlearning needs
- Development of hypotheses and recommendation
- Micro-designing of the programs using standard modules from our knowledge repository, both in terms of process and content
- Incorporation of live cases for in-workshop role plays and studie
- Facilitated learning through triggers, guided reflection, conceptualization and in-workshop experimentation
- Individual Commitment Planning for Sustenance of Learning (ICPSL)Ô
- Coaching & follow-up for advanced tools and tips for on-the-job learning.
- Post program assessment & certification.
Differentiators
- Pre-workshop counseling of and contracting with learners for whole-being participation
- Trainer-independent learning architecture for maximum relevance and ownership of learning for participants
- Learning facilitators with intense industry exposure groomed to train the ‘iProdigy way’
- Conscious facilitationÔ of learning ensuring maximum ownership by the learner
- The pacing of sessions and inter-session assignments
- Linkage of learning with business realities through live case-studies, simulations and above all
- Post-workshop accompaniment for synthesis of learning with work place behavior
PROGRAMS |
COVERAGE AREA |
OPPORTUNTIES TO LEARN (OTL) |
DURN (in hrs.) |
iAssert |
Being Assertive / pushing-back |
What comes in my way to be assertive, myths and misconceptions busted, pre-requisites for assertion, the process of assertion, spotting and eliminating false agreement through assertiveness. |
16 hours |
iRelate |
Interpersonal effectiveness |
IPR by intent, blocks and conditionings, fundamental IPR needs, building win-win relationships, leveraging IPR@ workplace |
16 hours |
iTeam |
Team working skills |
Balancing I-WE-IT-THEY, discovering innate team role orientation, role making and role sharing, competition to cooperation to collaboration, co-creation of shared team contexts |
16 hours |
iNegotiate |
Negotiation skills |
The right to negotiate, preparing to negotiate, process of negotiation, long-term vs. short-term gains |
08 hours |
iSolve |
Problem solving & decision making skills |
Identification of problem, the problem solving process, tools and methods of problem solving, evaluating alternatives and decision-making models |
08 hours |
iManage |
Managing-at-the middle |
Balancing delivery and people management priorities, engagement-by-choice, dealing with dissent, inspiring in crisis, communicating bad news, managing dis-engagement |
16 hours |
iDiscover |
Talent-centric leadership skills for first-time leaders |
Talent spotting and mapping, talent acquisition, talent development, talent engagement and building a hi-performance talent synergy |
32 hours |
iTarget |
Participative goal-setting skills |
The goal-setting process, elements of goal fulfillment, engaging employee volition, goal re-adjustment, alignment to strategies |
16 hours |
iAppraise |
Delivering meaningful performance appraisal & effective feedback skills |
Preparing to appraise, when to appraise – the continuous appraisal, the rating myth, appraisal and individual development, the feedback process, giving constructive and appreciative feedback, effective feedback norms |
16 hours |
iCoach |
Being a mentor-coach for individual / team performance |
Essentials of a mentor-coach, the commitment of a mentor coach, coaching model / cycle, significance of appreciation and recognition, pitfalls of a mentor-coach |
16 hours |
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Being Emotionally Intelligent @ workplace
For conscious evolution and growth in individual and organization lives, it is essential that the key stakeholders – the employees – are emotionally competent and enriched and are capable of creating and sustaining meaningful relationships amongst themselves as well as with other stakeholders in the eco- system.
iProdigy offers its flagship program – iFeel – to enable individuals enhance their emotional competence and leverage the same at their workplace to engage meaningfully and effectively in the various roles they take.
iFeel is distinct from the popular ‘training’ programs on Emotional Intelligence as:
- It involves making discoveries and gaining actionable insights at emotional levels than just taking away cognitive inputs at intellectual level.
- It is customized to the practices and approaches prevalent in the IT and software industry
- It combines the contemporary concepts on Emotional Intelligence of the west with the age-old wisdom and tried and tested practices from the Indian ethos.
- It enables organizations achieve higher levels of systemic responsibility and adaptability to changing environment.
Learning Objective (s) for partcipants:
- Gain a working definition of Emotional Intelligence
- Understand the Four Dimensions of the Emotional Competency framework as building blocks of EI
- Identify their individual baseline emotional competencies and development needs
- Understand how emotions impact their ability to perform and their capacity to lead, at their workplace
- Understand how to better harness their emotional energy and create a climate that cultivates creative innovation, all-out performance and productive and lasting customer/employee relationships
- Learn the ways for applying EI to their work and social environments
Target Audience:
Team Leads and Project Leads and Managers engaging with teams and customers
Program Coverage
The program is designed in 5 distinct modules, of which Module 1 is compulsory and Modules 2 to 5 can be chosen depending upon the learning needs of the participants.
Duration: Modules 1 to 4 are of 4 hours each; module 5 is of 8 hours.
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Building blocks of iFeel |
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Module One – Understanding Emotional Intelligence (4 hours)
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Module Two – Self Awareness (4 hours)
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Module Three – Self Management (4 hours)
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Module Four – Social Awareness (4 hours)
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Module Five – Relationship Management (8 hours)
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Interviewing skills for value-added selection
Selection, retention and growth of human capital in any organization starts with effective interviewing.
In the IT and software industries, where the focus is more on recruiting professionals with technical skills, interviewers often tend to overlook some of the more critical humanistic skills and competencies, including value match. This often shows up as issues like high employee turnover and even sub-optimal performance.
iSelect underscores and drives home the significance of holistic interviewing of candidates and helps participants to
- Appreciate the humanistic competencies that need to be assessed
- Learn methods of objectively assessing technical and non-technical competencies
- Spot innate talents and map the same to job description
- Check for value match and
- Represent the identity and image of the organization, behaviorally
iSelect also helps to see the event of an interview in a new light of participative dialoging, the very word of ‘inter-view’ connoting ‘viewing each other’.
Approach
We adopt an innovative 2-phase approach to conducting iSelect:
PHASE I - Sit-in 3 to 4 live interviews, observe the process and come out with sensed needs / recommendations (an engagement of about 4 hours)
PHASE II - A one-day (8 hours) workshop custom designed to address the sensed needs.
Program Coverage
- Understanding objectives and challenges of interviewing
- Establishing a non-threatening environment
- Establishing your professional credibility with the candidate.
- Becoming aware of the importance of creating a positive first impression, and how to achieve this through the verbal, vocal and visual aspects of communication.
- Developing positive speech and body language techniques.
- Discover behaviors to develop rapport with candidates.
- Balancing inquiry and advocacy for efficient information exchange and effective relationship building.
- Explore a variety of questioning styles to achieve specific outcomes, including Open, Closed,
Theoretical, Alternatives/Options and Reflective Questions.
- Utilizing paraphrasing, sensing and conscious listening skills to ensure clear understanding of the candidate’s background and needs.
- Understanding motivators / volition of the candidates, and the importance of selling the benefits of the role to generate and maintain their interest.
- Utilization of skill and psychometric testing, and understand the types of testing appropriate to specific candidates and situations.
- Following a useful guide when interviewing candidates, to bring structure and comprehensiveness to the interview.
- Understanding appreciative / behavioral incident interviewing techniques for talent discovery and value match.
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Being Customer-centric
Have you ever wondered how the guy selling groceries at the corner grocery shop is so customer-savvy and seems to be doing everything right to keep his customers happy?
Without even having been to a workshop on Customer Leadership.
Or having read a book which deals with something like ‘10 steps to become customer-friendly’ or ‘How to keep your customer happy when u are not’.
He makes you go back to him day after day, month after month. And not only that, he has many like you to vouch for him to those whom he would like to acquire as new customers.
Customer-centrism is now a business imperative for organizations in order to adapt to and evolve in the customer-driven economy.
In the changed scenario, every individual, irrespective of his or her function, role and responsibility in the organization, is expected to be accountable for the overall customer experience. There is no back-end or front end, no internal and external customer anymore. There is only one customer and she is right there at the heart of our businesses. Deciding our future.
An organization’s journey towards customer-centrism thus ought to begin with its people shedding their mental straight jackets and thinking and relating to the customer, naturally.
However, for quite a few of individuals, despite having been exposed to several sources of developmental inputs on customer-facing skills, relating to customers meaningfully, seem to have remained a challenge.
iProdigy offers Being Customer-centric to enable you turbo charge your organization evolution towards being customer centric by getting your employees to be naturally customer savvy.
They won’t need to refer to the rulebook or run to a ‘guru’ for tips and tricks anymore. They will demystify customer relationships, as it will come to them naturally with far more effectiveness and higher probability of success.
Being Customer-centric is distinct from the popular customer orientation workshops. It is a learning and development intervention that enables participants to:
- Become aware of their fundamental customer-relationships oriented behavior patterns and drivers
- Understand the root of their learned responses to customer situations – emotions, mindsets, worldviews and paradigms – that influence the way they relate to a customer and learn to deal with them appropriately.
- Discover their innate potentials and preferences in creating and sustaining valuable customer relationships and learn to leverage them, by choice.
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