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Some Project Snapshots

Growth via Efficient Production Process

OBJECTIVE

9 plants in 4 states could become more efficient in output. Production losses have eroded organization profitability, we have responsible location heads but they don’t like HO involvement.
Need a more transparent production process.
People motivation low, unrest high.

AUDIENCE PROFILE

Promoters , Top Management, Plant & Location Heads, Production Team, Cross Functional support Teams, Unions, local entities, manpower suppliers

INTERVENTION DEPTH & PROCESS

Level 1: Diagnostics – one on one interactions with all location employees in 4 months.
Level 2: Identified and presented impact of each influencer location wise. Discussed solution with Promoters for each location.
Level 3: Monthly review on Target v/s actual, Process Gaps & People concerns.
Level 4: Recommended & created 2 Pan India – Head Operations Plants and All India Maintenance Head representing Promoter’s office.
Level 5: per equipment per person productivity captured and over time created a way of life.
Level 6: Ongoing reviews and fast pace resolution.

ACCOMPLISHMENTS

80% access output in One product recorded with zero capital expenditure.
Organization Profit at a all time high. Motivated Human Capital.
Transparent and efficient production process handed over.

PROCESS OWNERSHIP

MD

Transformation to Performance & Accountability

OBJECTIVE

To develop an open and positive culture in the organization having an over 40 year old legacy of
20th Century practices by previous management by impacting L&D, KRA Application, Executive Coaching of Leaders and Counseling of Followers

AUDIENCE PROFILE

Middle and Top Management

INTERVENTION DEPTH & PROCESS

Level 1: Audience prepared for learning by transforming attitudes and be positively displaced
Level 2: Provide Skills to execute roles across organization
Level 3: Coach the leaders and counsel the followers to a common organizational objective.
Level 4: Measure the change on an individual level

ACCOMPLISHMENTS

Appreciated for following international standards of design and implementation to creating an
Environment of performance and accountability by the Director HR Global Headquartered at UK

PROCESS OWNERSHIP

MD

Catalyzing Growth

OBJECTIVE

Overhaul the organization’s current processes and behaviors after careful study of real time situations to aid executive decision making and implement the new direction.
20th Century practices by previous management by impacting L&D, KRA Application, Executive Coaching of Leaders and Counseling of Followers

AUDIENCE PROFILE

Promoters, Top Management, Middle Management, Cross Functional Teams, Contractual Manpower

INTERVENTION DEPTH & PROCESS

Level 1: Diagnostics – Shadow the role in real time environment – 64 locations in 3 months.
Level 2: Deliberate Implication of current solution and implemented consequence management for future.
Level 3: Cultural Transformation Initiative covering over 500 employees from 27 regional offices in 2.5 months
Level 4: Aided in recruiting over 400 employees for Sales and Marketing Functions - Pan India
Level 5: Created an environment of business reviews along with the Promoters
Level 6: Ongoing learning & reviewing trajectory for the organization at all levels.

ACCOMPLISHMENTS

Acquired the status of strategic business advisor and are the Sole L&D partner undertaking multiple
Customized interventions

PROCESS OWNERSHIP

MD

Inducing Trust & Motivation

OBJECTIVE

Create and imbibe culture of Trust and Belongingness across the organization by breaking silos at individual level
To Create and implement a sales culture and create matrix to measure and review efficiencies

AUDIENCE PROFILE

Top Management, Middle Management, Cross Functional Teams

INTERVENTION DEPTH & PROCESS

Level 1: Understanding current temperature and relationship matrix.
Level 2: Drive Organization Values and clearing misunderstandings amongst individuals.
Level 3: Creating a culture of voicing one’s opinion and appreciative conversation & feedback
Level 4: understand organizational structure current v/s future requirements
Level 5: to create an efficient self sustaining sales implementation and measurement structure

ACCOMPLISHMENTS

Trust and Belongingness created across verticals enabling transparent information flow

PROCESS OWNERSHIP

Country Head

Induction & Leadership Development

OBJECTIVE

Induct the fresh engineers to organization's way of life
Creating an environment of innovative thinking and improve efficiencies on deliverables of team members

AUDIENCE PROFILE

MT’s under direction from Director HR & Plant head
Newly promoted General Managers

INTERVENTION DEPTH & PROCESS

Level 1: A combination of inbound and outbound learning intervention enabling the MT’s to gain understanding, knowledge & practice the culture of the organization in a non-threatening environment.
Level 2: Succession planning drive for the GM’s to appreciate the vastness of the role and competence needed to think innovatively in a structured environment.

ACCOMPLISHMENTS

Appreciated by both the distinct groups in the delivery and impact created.

PROCESS OWNERSHIP

Director HR

Induction & Learning Audits with Results

OBJECTIVE

Induct the fresh engineers to GAIL way of life
Conduct Learning Audit to provide snapshot of every individual's adaptability and expectations

AUDIENCE PROFILE

MT’s in one workshop
Plant Head, Plant HR Head, department Head, Mentors & Immediate Supervisor

INTERVENTION DEPTH & PROCESS

Level 1: Workshop for 5 days providing inputs on migrating from an institutional environment to culture and acceptable norms of GAIL
Level 2: Extensive 360 degree evaluation of each individual on direction and objectives defined by Plant Head, Training Head and Mentors.

ACCOMPLISHMENTS

The report has become a qualifying document for each MT and matrix for evaluations for the organization

PROCESS OWNERSHIP

Head – L&D Institute

Developing leadership across levels

OBJECTIVE

Create impact on leadership of the organization especially levels E4 to E-9 and the other explicit requirement stated by the management was to facilitate implementation of their PMS process to be driven by DATA and not just BELIEF and personal

AUDIENCE PROFILE

Leadership Development - Senior Management E4 to E9
PMS implementation – E5 onward

INTERVENTION DEPTH & PROCESS

Leadership Development – Leadership Essentials & Situation Leadership
PMS Implementation – for all team managers/supervisors

ACCOMPLISHMENTS

Impacted the Leadership team at MOIL with a participant feedback of over 85% in all the programs.

PROCESS OWNERSHIP

Chairman & Managing Director

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