Our Leadership Transformation Approach

Profile: In this stage we analyze the relevant data to profile participants according to the developmental needs and defining the desired ROI for the organization and the participants from the initiative in a Systemic approach.

Educate: In this stage we focus on building consensus for the initiative among the participants and key stakeholders, getting commitment for high engagement and concretizing the broad project plan. We also do a lot of branding to ensure that all are aligned with the core purpose of the initiative.

Develop: In this stage we execute the initiative along with the key stakeholders, human resources. At all phases of this stages we ensure that there is ‘double-loop learning’ happening and the focus is undeterred from ‘why the intervention?’. We continuously consult and work with our clients to ensure a balance for all learning styles, demographic groups and contingent work pressures.

Evaluate: In this stage we measure the impact of the initiative against the desired ROI we had set out to achieve, bottom-line and top-line business outcome, and other collateral benefits. We all help our clients define the roadmap for the future to ensure continuous momentum towards sustained business benefits.

Leadership Transformation

People Assessments

Whether you are a leader seeking more insight into yourself or an HR professional addressing some personality dynamics of a leader, team or an employee for the purpose of selection, promotion, development etc. we have a battery of tests to help you in your journey.

Leadership Transformation

BELBIN

The Belbin team inventory is based on a concept of Social, Thinking & Action orientation

AS A LEADER

  • Do I Have TRUSTED teams ?
  • Are my teams high performing?
  • Are my teams aligned and synergized?

According to Belbin team profiling “A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them”.

Dr. R. M. Belbin

The Belbin team inventory is based on a concept of creating a balance between three critical factors of a team orientation. These three critical factors are related to Action orientation, Social orientation and Thinking orientation. An in-depth understanding and assessment of team dynamics acts as a very powerful catalyst for the Leaders to create a high performing team based on natural strengths of team members .This also enables Leaders to assess the demands that organization places on their functions and invent accurate people strategies to address those demands.

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Leadership Transformation

HOGAN

The Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’s core values, goals and interests

AS A LEADER

  • Do I have the right values and culture within my organization?
  • Am I able to drive people to their full potential?
  • Do I know how, why and when my people and leaders risk the organization?

People's core motives, values, and interests affect every aspect of their lives, from how they behave, to the kind of atmosphere and work environment in which they feel happy and productive. Not surprisingly then culture is a by product of the kind of people the organization is led by, the kind of people it employs and their alignment or misalignment towards their goals i.e. the customers they serve.
Any incoherence between the stated goals and amongst the teams and leaders aiming to achieve these goals has meant catastrophic results for business viz. closure of business, poor stock market valuation, hostile acquisitions, firing of top executives, unexpected entry of competition etc.

The Motives, Values, Preferences Inventory (MVPI) is a personality inventory that reveals a person’s core values, goals and interests. The MVPI can be used to diagnose areas of compatibility and conflict among team members and to ensure that a new hire’s values are consistent with those of the organization.

The Hogan Personality Inventory (HPI) is a measure of normal personality and is used to predict job performance. It is based on the Five-Factor Model and developed specifically for the business community. The HPI is an ideal tool to help you strengthen your employee selection, leadership development, succession planning, and talent management processes.

The Hogan Development Survey (HDS) identifies personality-based performance risks and derailers of interpersonal behavior. These derailers affect an individual’s leadership style and actions that may impede effectiveness and derail success in careers, relationships, education, and life.

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Leadership Transformation

MBTI

Sequence of four cognitive functions viz thinking, feeling, sensing, intuition impacts the leadership behaviors

AS A LEADER

  • Do I wear lenses while analyzing people?
  • Do I know where to demand change and where not to?
  • Am I a prisoner of my own psychology?

MBTI is a psychological assessment based on psychological theories of Carl Jung’s. The preferences concept helps Leaders understand how a sequence of four cognitive functions viz thinking, feeling and sensing, intuition impacts the leadership behaviors at professional and personal levels.

The dynamics of these cognitive functions create dominant tendencies in leaders to think, decide and organize information around in a stereotypical fashion. Using MBTI tool we assess how leaders except and foster their own personality preferences and how proficient they are in employing behavioral flexibility to their people management styles.

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Leadership Transformation

DISC

Sequence of four cognitive functions viz thinking, feeling, sensing, intuition impacts the leadership behaviors

AS A LEADER

  • Do I accurately know which team member suits which job most?
  • Do I have an accurate assessment of my team leadership?
  • Do I have sufficient data to stir my team out of problems of team cohesiveness?

DISC assessment is a behavioral assessment tool based on theory of psychologist Willam Marston. The assessment revolves around four different personality traits of a Leader.

  • Dominance – Relating to control, power and assertiveness
  • Influence – Relating to social situations and communication
  • Steadiness – Relating to patience, persistence, and thoughtfulness
  • Compliance – Relating to structure and organization

These four dimensions help Leaders assess the favorableness of the environment they are working and their degree of control on the external circumstances. A combination of these two critical traits enables leaders to obtain realistic assessment of the psychological patterns of their behavior which in turn become a powerful catalyst of them becoming a Situation Leader.

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Leadership Transformation

ENNEAGRAM

AS A LEADER

  • What are my behaviors, motivations, values, thinking styles, ways of problem solving, and so forth?
  • How do these impact my performance?
  • How do they impact the performance of the team and the system that I am part of?
  • What can I do about it?

The key to success in any organization is the ability to communicate effectively with others, to inspire them to share your vision and goals, as well as to provide effective direction and to keep things on track.

Communication is often difficult if personality type is not taken into consideration. This is because people tend to believe that others think the same way they do. They believe that others have the same motivations, values, and priorities although this is usually not the case. However, when personality type is understood, communication becomes exponentially more effective because people begin to recognize and make the most of human diversity.

The Enneagram is an extraordinary framework for understanding yourself, your associates and colleagues, and the ‘personality’ of your team or organization as a whole. Each type has its own way of relating to others, its own set of perceptions and preoccupations, its own values and approaches to life. Each relates to others in different but understandable ways.

By understanding personality types, we can speak the language of others who are not the same as we are. Real communication is then possible, and we are able to deal more effectively with conflicts, ineffective work habits, office politics, and different management styles. If we want to maximize our effectiveness, we need to learn how to manage different types of people and how to relate to different types of clients. By doing so, we help others become more effective themselves—and as a result, harmony, productivity, and satisfaction increase.

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Leadership Transformation

Styles * Career Model DOT

The Learning styles are related to practicality ,conceptualization, reflection and experimentation. The different learning styles based on this concept act as force multiplier for leaders engaged in coaching and mentoring next generation leadership within their organizations.

AS A LEADER

  • Am I offering the most effective learning solutions to my constituencies?
  • Am I ensuring that learning has taken place?
  • Is the learner confident of his new skill/ competency?

The Learning styles concept is based on David A Kolb styles of experiential learning. The learning styles assesses the Leaders in gauging their potential to engage in four different modes of information gathering and assimilation in relation to dynamic situations.

Leadership Transformation

Leadership Succession & Pipeline

All organizations are today faced with the challenge of a dwindling leadership bench strength in the wake of massive global and domestic competition and an imperative need to grow quickly or perish. Thus often HR and business leaders are faced with the question as to whether they have done all within their power to identify, develop and often attract the best leaders in the industry.

At Laureate, we have developed a multifold approach to identify and develop your Leaders for ‘today’ and ‘tomorrow’. Through our RAP ® model, we identify the high potential leaders along with their areas of strengths, weaknesses and derailments. Thereafter through our multi-pronged development, feedback and post-development approach we enable these Leaders to leverage their strengths while averting the weaknesses and derailments to maximize their potential fully.

At Laureate, we depend on multiple approaches for building a sustainable and effective Leadership Pipeline. With inputs from the CXO council, performance management system and our RAP© methodology, we ensure that our clients create a Leadership bench strength which prepares the organization to face the challenges of immediate and distant future.

Leadership Transformation

Leadership Assesment & Feedback

Multi Rater/ 360 Degree

Multi-Rater feedback is a development tool; a way of providing you with feedback about your impact as a leader using a questionnaire based on your company competencies. Leaders often operate under assumptions that they have a perfectly aligned team and they are operating with the best leadership capabilities that one can have. Our multi rater tool ‘Affinity’ helps you understand your current leadership capability and strengthen your Individual Development Plan. Your report is a consolidated summary of how people at work (your manager, peers, subordinates, customers and other stakeholders) see you behave at work.

You discover what people say is ‘great about you’ and what you can work on as ‘opportunities for continuous improvement’.

Why use Multi-Rater Feedback?
It helps us understand our personal development strengths and opportunities to continuously improve ourselves. Multi-Rater is an opportunity for you to hear from people who play a significant role in your success as a part of an organization.

    At Laureate we help our clients get the best from your Multi-Rater feedback :

  • We help you translate these areas to focus on into objectives and create your Individual Development Plan as a Leader
  • We work with you on how to use Multi-Rater Feedback as a development tool
  • We help you understand the report and what you can do differently to be more effective
  • We coach you to choose 2 or 3 areas to focus on

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Leadership Transformation

Developing High Potentials

Organizations tend to invest huge dollars in attempting to make employees overcome their weak areas via training, mentoring, sending them to development labs etc. Not surprisingly, these organizations tend to view HR and development as a ‘Cost Centre’. Rather than being viewed as ‘Strategic Partners’, who add value to the business, HR in these organizations is viewed as ‘Feel Good’ disposable entity. At Laureate, we work with our clients to enable them to reap the ROI from every development initiative they launch with us. We help you define the Business Purpose of every initiative and accordingly help you deploy your resources.
At Laureate, we depend on multiple approaches for building a sustainable and effective potential Leadership pipeline. With inputs from the Performance Management, Assessment Centres, Psychometric tools and Multi-Rater Feedback we help accurately identify the ‘High Potential’ Talent, and a Development Strategy most suitable for them and our client organizations in alignment with their business and growth strategy.

We also go further to help our clients grow business further or improve existing business processes while their ‘High Potential’ gain valuable Learning insights. We do so by working with their ‘High Potential’ on drafting, pitching and executing ALP/ BIP.

    At Laureate we help our clients get the best from your Multi-Rater feedback:

  • We work with you on how to use Multi-Rater Feedback as a development tool
  • We help you understand the report and what you can do differently to be more effective
  • We coach you to choose 2 or 3 areas to focus on
  • We help you translate these areas to focus on into objectives and create your Individual Development Plan as a Leader

A biotech firm involved in selling of high end medicine to super-specialized doctors With the possibility of losing a high performing sales representatives team..


Case Point


A Nationalized bank which was going through privatization This bank had flourished during the period prior to liberalization and privatization in India. However when the government decided


Case Point

Leadership Transformation

Mentoring

  • Is your organization facing a huge knowledge gap between the supervisor and the new joiners?
  • Is there an inability to hire the middle cadre from outside or fill the positions by training the bottom cadre?
  • Are the supervisors very directive in their approach, which makes the team members withdraw or defensive?
  • Have you witnessed huge errors in work output which can be accounted to lack of domain expertise or lack of shop floor experience?
  • Do you want to promote a diversified work group with a lot of capable and talented women at the helm of business affairs?

Mentoring as An practice has origin in the ancient Greek mythology. The term ‘Mentor’ refers to a trusted counsellor or guide and signifies a relationship in which there is transfer of knowledge, of skill, of decision making criteria, of approach and of patterns of behavior from the mentor and mentee. The underlying assumption here being that; basis the accumulated knowledge that the Mentor has gained over the years, he can shorten the learning curve of the Mentee through a complex interaction with the primary objective of growth of the Mentee. In the recent times many Mentees have also sought this opportunity to gain access to networks, get assimilated into the culture of the organization or to learn about the unwritten norms and mores of a group/ organization. While such relationship tend to exist informally, organizations tend to benefit from instating a ‘Mentoring System’ in terms of lesser training costs, higher employee productivity, higher workforce engagement and higher customer satisfaction.

At Laureate, we help our clients instate a ‘Mentoring System’ within the organization and thereafter by supporting the process by providing support and constant feedback to the Mentors. We also help our clients by doing ‘Mentoring Audits’ to help assess the movement of the needle from a directive to a ‘mentoring culture’ in alignment with their business goals and strategy.

Leadership Transformation

Executive Coaching

  • Have you ever faced a situation, where in a high performing Leader has started missing his targets quarter after quarter?
  • Or, with a sudden change in some business dynamic, etc. a Leader has started loosing his critical team members?
  • Or with a change in functional, geographical responsibilities a Leader is not performing up to his targets and previous bench marks?
  • Or with the hiring of a C-Level executive, his team has started to complain about him not being in sync with the culture of the organization or being too aggressive?
  • Or is there a need for a turnaround in the organization and your C-Level Executives need a sounding board, who has been in their shoes?

An Executive Coach is what will help your organization by enabling the Leader to identify and formulate an Action Plan to overcome the challenge at hand. At Laureate we have senior level executives who have managed businesses and large teams. They are also certified on various psychometric instruments. They have with them the credibility of running and turning around businesses and enormous amount of emotional maturity.

Our coaches partner with you in coaching your Leaders over a sustained period in order to enable them to discover, analyze and take action for reaching their defined ‘end objective’.

Leadership Transformation

C Level Integration

With rapid growth in organizations and continuous churn of Leaders at the top, organizations are continuously faced with the challenge of integrating new Leaders with the teams they are meant to handle. This need is also apparent when Senior Leaders are sent across functions to gain cross functional exposure in order to prepare them for larger roles within the organization. Many times in spite of the noble intentions of all involved, a few initial mis-steps turn the process into a roller coaster ride of grapevine, non cooperation, disillusionment and eventually resignation of either the senior resource or critical team members. This not only amounts to huge expenses for the organization in terms of hiring and re-hiring, it also tends to undermine the performance culture and create sub-cultures which harbor negativity and dis-functional work relations.
At Laureate, we help you avoid such expensive mistakes. We help you integrate the Senior Leaders effectively with their teams and ensure that all within the team offer their full cooperation for the success of the Leader and the overall team. Our focus in the entire.

    Process is to create a ‘High Performing team’ by making the Leader discover and call out:

  • The end outcome he sees himself and the team contributing to
  • The quality and transparency of working relations he aims at fostering
  • The work protocol he expects
  • The support he expects from each of his team members
  • What he is willing to contribute for the success of the team and the individual team members

Leadership Transformation

Transnational Secondment

Today’s borderless world provides both extraordinary opportunities as well as a rather daunting landscape within which today’s global organizations must operate. Technology, globalization, demographic shifts and political instability are only a few of the factors that go into the mix of this complex operating scenario.

And it is within this mix that today’s HR professionals must navigate as they look to identify top talent to cultivate and fill their Leadership Pipeline so that their organizations are armed with the most highly qualified individuals over the next five to ten years.

For this purpose Transnational secondement is emerging as a popular means of grooming global leaders for ‘tomorrow’ within which a budding Leader is sent to another country to handle a critical assignment for duration of two to five years, in return providing him with diverse cultural and/or functional/ business experiences.

While our cultural assessment Profiling ® enables us to assess the current cultural orientation of the seconded leaded and thus the gaps with the cultural orientation of the seconded country, through our three pronged approach of offsite coaching, onsite onboarding and online coaching our coaches ensure that leader gets the best of exposure and performs his secondment role to the best of his potential.

Our seasoned coaches have been able to ensure ROI for our clients in terms of superior demonstrated performance of the seconded leaders, engaged teams and great exposure for these global leader of ‘tomorrow’!

Our Performance Enablement Approach

Current Stage of Performance: In this stage we do an audit of where the organization stands with regards to the CSLTC model.

Desired Stage of High Performance: In this stage we define the desired state in terms of High Performance and build a consensus among with the critical stakeholders on the roadmap to get there.

Continuous Improvement towards High Performance: In this stage we create systems and process for an Organization Culture which is continuously moving towards High Performance.

Performance Enablement

Employee Engagement

  • How do you know whether the employees are your organization is engaged?
  • How do you know that they are fully committed to the organization goals and objectives and are going beyond the call of their job to achieve them?
  • How do you know, that they are not on the lookout for another job?
  • How do you define and measure Engagement in the first place?

'Employee Engagement' a term that has gained significant momentum as unit of evaluation of an employee's commitment, involvement and satisfaction towards an organization’s goals and its values has been defined variously by different researchers. By a large it means the level of emotional, intellectual and physical commitment employees within an organization bring towards their work.

Why is it important for an organization?
'Employee Engagement' as a unit of quantification has shown direct correlation customer satisfaction, profitability and employee retention and as such makes complete business sense to measure and improve.

At Laureate we help our clients measure Employee Engagement with give you comparators of where they stand vis-à-vis the industry. We further build a strategy for them to enhance the Employee Engagement scores of the organization from a year to year basis and correlate the engagement index against the business performance and profitability index.

Performance Enablement

Human Performance Enablement Certification for HR

  • What has been impeding consistent, superior performance of employees within your organization?
  • As an HR practitioner have you been asking the right set of question before designing and implementing various training and OD interventions?
  • What is stopping your organization from being the best in the industry, given all the people potential?

Through our simple yet robust Human Performance Enablement certification process we at Laureate certify our HR practitioners as "Performance Consultants", thus enabling them to transform their role from ‘order takers’ to ‘business partners’. Our certification process is grounded in reality; it is based on where the business is as of today and where it aspires to be with the practitioner as a part of the system.

While for the business it means better ROI on the HR and Training budget, for the HR practitioners it means participating in making the business more successful. Further we work with our client practitioners to launch and execute various ‘systemic interventions’ based on the maturity of their organization; thus ensuring success for them as an ‘enabler’ of high performance within their organization.

Performance Enablement

Performance Audits and Research

DRIVERS OF BUSINESS PERFORMANCE

  • What business drivers are impacting your business performance?
  • How are you measuring the effectiveness of the various drivers and deploying their variables to sustain your competitive advantage?
  • Which driver is impending the performance of the entire organization?
  • Is your organization performing to the best potential?
  • Is your organization constantly evolving as a ‘High Performance’ organization and more importantly as a ‘Learning’ organization?

Today the business environment, competitive landscape and government regulations etc. are going through dynamic changes. Thriving in such an environment requires constant evolution, wherein rather than resting on the laurels of the past, an organization needs to challenge its past assumption about performance benchmarks and keep delivering at higher levels. Only an organization which is constantly ‘Learning’ is capable of such a dynamic evolution.

At Laureate, our Performance Consultants help our clients with Performance Audits across the business, functions, levels and processes. We report out using comprehensive models and analysis. With a sound grounding in ‘Systems Thinking’ we make recommendations basis what the system can achieve keeping both the goals and the actual situation on the ground in perspective. We help our clients create and execute a roadmap from ‘What is’ to ‘What needs to be’. We help them create a ‘Learning’ organization.

Further with our insights from research, our clients stay continuously associated with the variables that will drive business performance in the future. We help them understand the implications of these variables and further work with them to rein these variables their stride.

Organization Excellence

Drivers of Business Performance

  • Are you rewarding people commensurate to their contribution?
  • Is your organization viewed as a fair and transparent pay master?
  • And above all, are all people aligned towards common organizational goals and priorities?

COMPONENTS OF A PERFORMANCE FOCUSED CULTURE

    A performance management system has various facets to it:

  • Setting goals and standards of performance
  • Process for distinguishing superior performance from average performance
  • Identifying interlinks, impediments and champions of performance
  • Collecting inputs and providing feedback on performance
  • Linking performance to compensation, promotion, development and other initiatives

We at Laureate provide inputs across these facets of a Performance Management System. Using various approaches ranging from a competency based approach, MBO, to a Balance Score card, from a forced ranking approach to an objective assessment of outcome; we work with our clients through the end to end process. Our client organizations have seen returns in terms of reduced attrition, higher productivity and a more engaged workforce.

Organization Excellence

Aligning Vision, Strategy and Execution

What is the CULTURE CODE of your company?
Culture of an organization is a collective expression of its Mission , Vision and Values. More often than not, the Value systems of an organization, get confined to glossy posters on the wall and flashy websites.

  • What is your organization’s vision?
  • What is the strategy that will help you achieve this vision?
  • Which driver is impending the performance of the entire organization?
  • Is everyone within your organization aligned to the strategy and the goals that one needs to accomplish in order to meet the strategic objectives?
  • How do you measure that your employees are delivering for the strategy of ‘tomorrow’ and not for that of ‘yesterday’?

A business without a ‘Vision’ is a business without a future. While it is great to have a vision statement which is stuck up on the wall, often the challenge is to translate it into ‘strategic objectives’ and ‘goals’ which are specific, time-bound, realistic and achievable. And then measuring people against these goals is another major challenge.

There was a time when strategy would remain confined to the boardroom, and the rest of the organization was simply told what they needed to ‘do’ and not bother about the rest. However organizations who continue to operate today in this mode soon perish. With grass root innovation being the essence of today’s progressive organizations, it is imperative that Leaders not only align people towards your vision and strategy, but also they engage them to make it achievable and probably even more aggressive and dynamic.

We at Laureate help our clients right from drafting the vision, strategy and goals till up to measuring the impact of these goals on their business performance while involving their significant resources in the process. Further we help them with creating a performance oriented culture that will smoothly enable the achievement of these goals and strategic objectives. With the outside-in perspective that we offer, our clients stand to build an organization that is poised for high performance, and seamless achievement of the vision.

Organization Excellence

Culture Transformation

  • What makes two organizations operating in the same space different in terms of their performance?
  • What makes two organizations responding to the same market forces and competitive landscape respond differently?
  • What makes one company with mediocre talent great at customer service and the other with the best talent just average at customer service?
  • What enables one organization to sustain for decades and generations together and others perish soon after taking shape in spite of the best market scenario and talent potential?

Organization Culture' is multidimensional concept, but it can be defined as the behavioral norms of an organization based on the assumptions, values, beliefs, attitudes, and priorities of its Leaders and members. Few organizations intentionally and thoughtfully create or design their culture. Instead, the culture typically evolves from the tactical needs of delivering the products and services the organization provides, influenced by the values of top management or the founders of the organization. However what distinguishers high performing, learning organizations that have thrived over generations is to a great extent determined by their intentional and thoughtful creation or design of their culture.

Culture transformation is an ongoing process, not an event or a stand-alone training program. It is a critical component of purposefully creating an organization that builds competitive advantage and economic resilience. Your organization’s culture may be the core issue negatively impacting the performance of the organization and your employees.

At Laureate we assist our client organizations by letting go of behaviors, processes, and policies that no longer serve (or are in conflict with) the organization’s desired vision, values, and goals. We help organizations create a values-driven culture of excellence that is supported by passionate, energized people who love what they do and whose goals are aligned with those of the organization.

We help our clients by enabling them to :

  • Clarify a vision, purpose, and values that employees can relate to
  • Increase organizational alignment and focus on three important aspects of organization culture: values, performance expectations, and systems
  • Establish accountability for creating and sustaining the desired culture
  • Create means to energize employees about their job, their purpose, and their contribution

Our entire emphasis is on helping our clients build and sustain a competitive advantage through a proactive culture transformation and management!

Organization Excellence

Value Alignment

An organization is a reflection of the values of those who belong to it. Often organizations work under the assumption that the ‘values rhetoric’ is good in theory and non relevant in reality. However the truth is, whether or not you state your values explicitly, all your behavior as an organization, as an entity and as a person is a reflection of the values you profess!

Often organizations realize this at a huge cost, either when there is a financial irregularity or a corruption scandal or too many dissents leading to exit of critical resources or as simple as loosing of a critical project in spite of best available resources and knowledge at ones disposal. Values alignment is then not a ‘poster campaign’, it is a also not a ‘leadership manifesto’, it is the essence of an organization’s decision making process on an annual, monthly, daily and minute by minute process. Your values decide, ‘who you are’ and ‘what you will do’ and probably also ‘what you will not do’. It helps you and your people make the choices that will stand them in good conscience organizationally and personally. It helps them take decisions without being monitored and reprimanded at all times.

While values are core, and in most situations non-changeable, today’s business realities demand, that an organization identifies its core values, it percolates these values across the organization and it holds people accountable for these values. Also when these values become a serious barrier in the achievement of the organization’s vision and goals, they may need to be revisited.

We at Laureate help our clients identify their core values, enable them to align the entire organization to these values and build processes and systems to evaluate and hold people accountable towards these values and further on as advocates of these values. Further we help our clients to create processes that help them identify talent in alignment with these values, so that they avoid the huge expenses of wrong hires or organization -misfits who may dilute or at worst malign the organization culture.

Our entire emphasis is on helping our clients build and sustain a competitive advantage through a proactive culture transformation and management!

An insurance company facing changing government regulations and huge competition Post the liberalization in the insurance sector.


Value Alignment

Organization Excellence

HR Branding and Employee Value Proposition

    Have you ever wondered:

  • Why do your employees join you?
  • What makes them stay?
  • What keeps them committed?
  • In other words, what is the HR Brand or the Value Proposition that you offer to your employees?

Well if you have not, your competitors, or employees will soon compel you to! Every organization has a ‘brand value’ for its employees just as it does for its customers! The question then facing Leaders and HR ‘critical drivers for employee acquisition, development and retention’ is whether the ‘brand value’ is supporting the cause of the organization or becoming a drag in terms supporting the HR/ Talent machinery?

  • How do you create a brand that supports your employee vision?
  • How do get your employees to experience that brand?
  • How do you create a ‘pull factor’ for your HR interventions?
  • How do you provide a consistent experience across levels, functions, geographies, and processes?
  • Most importantly what is the ‘Give and the Get’ of your brand value proposition?

At Laureate, we help you identify your brand fundamentally basis ‘Who you are’ but also basis ‘Who you aspire to be’? We help you make this ‘Aspired Brand Experience’ a reality across levels, functions, geographies and process in alignment with your business goals and objectives. And most importantly we help determine and drive the ROI of the brand that you aspire to create.

A QSR company growing aggressively in India This company was opening 5 new restaurants every month, at the same time there was about 80-90 % attrition amongst...........


Learning Style

Organization Excellence

Integrated Talent Management

Too often we hear our clients saying that they have the best HR practices in place and in the same note we hear them talking about some or the other talent related issues. The science of Talent management and its linkage to business strategy has evolved such that it is easy to identify the weak links in the Talent roadmap and fix them on an ongoing basis.

For all those organizations, for whom talent is source of competitive advantage and wish to retain it or who wish to compete in the ‘knowledge economy’; an ongoing assessment of their ‘Talent Management’ processes is critical. At Laureate we help our clients understand and guide their Talent Management the processes into a systemic co-existence. We help them build scorecards and evaluation mechanisms to trace the impact of each initiative and each practice on the business performance. We further help them determine the ROI of each initiative and make decisions about whether to retain it or replace it with one which will generate a higher ROI.

Organization Excellence

Performance Management and Rewards

  • Are you rewarding people commensurate to their contribution?
  • Is your organization viewed as a fair and transparent pay master?
  • And above all, are all people aligned towards common organizational goals and priorities?

COMPONENTS OF A PERFORMANCE FOCUSED CULTURE

  • Setting goals and standards of performance
  • Process for distinguishing superior performance from average performance
  • Identifying interlinks, impediments and champions of performance
  • Collecting inputs and providing feedback on performance
  • Linking performance to compensation, promotion, development and other initiatives

We at Laureate provide inputs across these facets of a Performance Management System. Using various approaches ranging from a competency based approach, MBO, to a Balance Score card, from a forced ranking approach to an objective assessment of outcome; we work with our clients through the end to end process. Our client organizations have seen returns in terms of reduced attrition, higher productivity and a more engaged workforce.

Organization Excellence

Competency Management

Are you hiring the right talent for your organization? Are you training, developing, coaching your employees for the right skill sets? Are your rewards and incentives are disbursed fairly and equitably? Are you promoting the people who deserve the higher position?

A robust competency framework is the basis for essentially all HR functions and serves as a linkage between individual performance and business results. Thus not only does it answer the above mentioned questions, it also enables course correction in the business and people strategy of an organization. Competency development is the process of identification of competencies required to perform a job or a role at a given point of time. At Laureate we help our clients to identify technical, managerial, behavioral and leadership competencies. Furthermore our consultants have experience in creating frameworks for applying these competencies, to various people processes as highlighted above and competency mapping i.e. evaluating people against them. As a result of competency based processes our clients have witnessed ROI in terms of lower attrition rates, higher job satisfaction, better leadership bench and overall significantly lower cost of training.

A newly formed charter flight company This charter company had been created by 3 of highly successful entrepreneurs. Alongside the charter operations this company...


Case Point


A QSR company facing attrition due to lack of career options This company was facing huge attrition in the corporate office. Exit interviews revealed that while the employees.....


Case Point

Organization Excellence

Career Planning

  • How prepared is your organization to cope with a sudden depart of a critical Leader or an employee?
  • How efficient is your talent machinery in terms of grooming and readying the ‘Leaders of tomorrow’?
  • How confident are you, that your career goals for your employees are aligned with their career goals and that they are not preparing to leave you?
  • In other words, what is the HR Brand or the Value Proposition that you offer to your employees?
  • How confident are you, that your employees feel appreciated for the talent they bring to the table and that they look forward to a rewarding career with the organization?

Proactive career planning allows organizations to build Leadership/ Managerial pipeline for tomorrow. It avoids cost of crises management in case a leader at the top leaves. It is also an attractive value proposition for attracting and retaining your employees. Most importantly, when managed well career organizations help create and maintain perception of a fair and transparent culture since they clarify the ‘Give and the Get’ for the employee and he starts having a clear idea of where he needs to channelize his energies in terms of ‘Giving’ in order to ‘Get’.

Today organizations can offer many career avenues to their employees since the definition of career progression has broadened to encompass vertical, diagonal, horizontal and even vertically downward movement thus allowing an employee to express himself not only in terms of his leadership or managerial competencies but also in terms of functional and domain competencies. At the same time such movements facilitate accommodation of personal choices like a flexible work life schedule, movement outside ones function for a broader business perspective, expression of innovation mindset etc.

At Laureate, we help our clients define the objective and scope of their Career Planning initiative. We work with them to define and execute this initiative and build an HR proposition around it that helps attract and engage the best talent suited to their business vision and goals.

Organization Excellence

Inclusion and Diversity

  • How prepared is your organization to for a diversified workforce?
  • How prepared is your workforce for a culture that is diversified, inclusive ?
  • How confident are you, that there is mutual respect permeating at all levels in the organization?
  • How confident are you, none of your employees or employee sub-groups feel isolated or unfairly discriminated against, that none of them feel that others have a competitive edge over them for career growth, mobility and longitivity within the organization?
  • How confident are you that all the employee sub-groups feel safe and secure, feel that they can freely express themselves without fear of repression or discrimination, feel that they are valued for the individuality (unique skills and talents) they bring to work?

As economies and societies are integrating, as social media is overwhelming every sphere of our lives, the concept of Inclusion and Diversity no longer remains a ‘feel good’ factor which some organizations choose to consciously adopt and others can conveniently ignore. Rather it has become a central theme for becoming competitive in the ‘customer and the employee market space’.

Consider the following situations:

  • Your organization is not able to attract women employees, because they don’t see you as an equal opportunity provider or they simply don’t feel safe!
  • Your organization is not able to attract and retain the ‘Millennium or Y’ generation because they don’t feel empowered or respected enough, they view you as a hierarchy driven, bureaucratic organization!
  • Your organization is not able to retain the senior workforce, because they see the pyramid at the top getting too narrow!
  • Your organization is not valued by the customer as much as a competitor simply because they have managed to create space for disabled workforce within their work environment who in turn have become that firms valuable brand ambassadors!

All these situations create insights into what possible competitive edge an organization stands to loose or gain basis the kind of decisions it makes or does not make with regards to Inclusion and Diversity. Inclusion and Diversity thus not only makes ‘humane sense’ it also makes ‘business sense’.

  • Auditing the existing organization culture for Inclusion and Diversity
  • Identifying the broad policy framework for Inclusion and Diversity basis the ‘desired culture’
  • Addressing the immediate gaps present in the existing culture vis-à-vis the ‘desired culture’ through awareness sessions, training and campaigns
  • Creating Cause Advocates and Grievance Forums for various initiatives
  • Identifying actions for minor and major violations of Inclusion and Diversity initiatives