HRD

DIMENSIONS

HR Consulting
Building Leadership Competencies
Developing Customised Models
Coaching and Assessment

H R D Dimensions
 •Program Modules
Ø Execution – Getting things done
Ø Developing Emotional Intelligence
Ø Developing Leadership and Managerial Competencies
Ø Assessment of People Competencies
Ø Building Value Based Competencies for success
Ø Managing Emotions - Competency Approach to Emotional Intelligence

Ø Competency modeling -Developing Competency Model for Organisations, Jobs and

Working Groups

Ø Managing Results (Time Management)

Ø Goal Setting Process
Ø Performance Management Process
Ø Effective Communication
Ø Behavior Based Interviewing
Ø Multi Point Feedback System (360degree catalyst for change)
Ø Behaviour Based Safety
Ø Coaching Pilot (Training to prepare coaches for people development)
Ø
Team Leadership and Team Fitness
Ø 5 P model - Living 7 Habits of the Highly Effective People

H R D Dimensions
• Execution – Getting Things Done
“The absence of execution is the single biggest obstacle to success and the cause
of most of the disappointments that are mistakenly attributed to other causes.”
“The big business ideas like reinvention, breakthrough thinking, audacious goals can make
huge impact but they are pointless unless the leaders translate them in to concrete steps of
action of getting this done.” - Larry Bossidy & Ram Charan in ‘Execution

Action learning workshop inspired by ‘Execution’ the insightful business

story by Larry Bossidy & Ramcharan

Workshop on learning the discipline that is integral to strategy.

Seven Essential behaviours of Execution Leader
Creating framework for change
3 Processes : People – Strategy – Operations
Customised workshop coverage:
Execution Challenge – Building Blocks
Execution Blockage Survey
Identifying strengths and Development opportunities
Preparing Development Plan
Fast Feed Back
Creating Agenda for Change
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Execution Workshop – The Take-
•

away
Creating agenda for change
Converting Vision/Strategy in to Results
Translating concrete steps for action to get things done
Assessment , Development and visible action of Individual /
Team commitment
Developing ‘ability’ to execute and create a culture of ‘execution’
in teams, departments and organisation.
Managing Performers and Dealing with non-performers

H R D Dimensions
 Developing Leadership and
Managerial Competencies
 
• Concept of Competencies
• Assessing current competencies

• Selecting desired competencies to achieve

results
• Leadership Competencies – success factors

• Developing straw Model model for senior

level
• Developing Job profile for key positions

• Researched Leadership competencies /

tools H R D Dimensions
 Assessment of People
Competencies
• Linking Competencies to Mission and
Strategy
• Line manager’s ownership for

development
• People development is not ‘ HR baby’

• Coaching Managers for Competency

Assessment
• Assessment of Developed Competencies

• Measurement of Behavioural

Competencies
• Gap Assessment – Development Analysis

• Traditional Feed back Vs Multi sources

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 Building Value Based
Competencies
for success
 
 
•
Linking Human Values to Competencies
• Business Ethics – Values for long term success

• Assessment of Ethical Orientation

• Cause & Effect relation in Functional and career

success
• Career map for Leaders and Managers

• Leadership Brand

• Dealing with Ethical Issues

• Whistle Blowing

• Managing Code of Ethics

• Identifying critical values/competencies for

H R D Dimensions
 Managing Emotions
• What makes a Leader? IQ Vs EQ
• Developing Emotional Intelligence
• Managing Diversity – Demonstrating
Empathy
• Emotional Competency Framework
• EQ Assessment
• Learning to manage emotions
• Anger control and stress management
• Developing skills to communicate
effectively
H R D Dimensions
 COMPETENCY MODELLING
Developing Competency Model for Organisations, Jobs
and Working Groups
Why Competency model is important?
 
Companies "raise the bar" of performance expectations;
 
It provides a "road map" for the range of behaviors that produce
excellent performance.
 
It helps teams and individuals align their behavior with key
organizational strategies; and each employee understands how to
achieve expectations

Developing strategy to create a competency Model using Organisation’s

Mission, Vision, Values and strategic objectives.
 
Linking Business Objectives, KRAs, Individual Critical goals and Tasks
using a straw model
 
Through the exercises and interactions participants will be able to
  acquire and apply knowledge to develop competency models for work
groups, jobs and organizations.

 
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 Managing Results – Program
Coverage
• Procrastination, unfinished jobs
• Power of present over the past and future
• Effects of upset
• Moving away from worry to action
• Purpose, Picture and Practicality
• Goal and Rolls
• Executing around priorities
• Moving from Clock paradigm to Compass Paradigm
• Coming out of Urgency addiction
• Efficiency and Effectiveness
• Prioritising commitments
• Doing right things, better and faster
• Combat Time robbers, Managing time by controlling
‘events’
• Coming out of ‘conditioning’ the pull of ‘be less than we
can be’
• Converting threats into opportunities by proactive
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 Goal setting and
Planning
Success precedes three aspects. Established direction,
Expected result identification and Promotion of higher level
performance. Setting and alignment of Goals from door-man
to chairman is essential for achieving business success.
Understanding previous level goals and their measures forms
the basis of individual goals.
Participants learn to identify goal measures through
•

exercises. Learn to redefine SMART goals and creating stretch

mentality to ensure goal accomplishment.
Reviewing goals of each level to attain corporate goals.
•

Matching goals to skills and knowledge

Measurement plan and providing a coaching tool on specific
•

needs.
• Development planning using leadership competency model
• Skill development to reduce competency gaps
• Development checklist and action plan
H R D Dimensions
 MANAGING PERFORMANCE -
A BALANCE SCORECARD APPROACH
 
What is PMP, Why PMP?
q       
q       Performance linkage to Mission, Vision and Strategy
q       Role of Managers, HR and Employees
q       Ratings and Pay Principles
q      Competencies Based Pay, Variable Pay
q        Customised Development of Performance Management
Process
q         PMP Linkage- 360 Degree Feed back, Competencies, Values and
Behaviors
q       Goal setting, SMART Goals,
q       Balanced Score Card approach
q        Assessment issues, Performance Discussions
Planning planning –
coaching Business
Monitoring
q       Job Descriptions – Broad Banding Linkage

  PMP Balanced Scorecard Model PMP

Rewarding Developing

Rating
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 EFFECTIVE COMMUNICATION
(Achieving Success building interpersonal Relationship)
 

The format of the course combines lecture and interactive sessions on the key
components of effective communication with small group coaching sessions to
practice the skills in real world simulations. The coach works with a small group
using video feedback, case studies, and individual consultations to ensure that each
person develops an individualized action plan for improving their communication
skills.
  Objectives Topics Covered
• Develop skills to maximize the flow  
• Communication Principles
of information in organizations and
• Power of Body Language, Active
increase performance
• Practice key skills for effective Listening, Semantics
• Dimensions of voice, Spatial
communication in real-life
simulations Distance, Verbal/Nonverbal
• Learn to diffuse the intensity • Know yourself through Johari

resulting from difficult interactions Window

• Understand the strong correlation • Big5 Personality Dimensions / MBTI

• Perception and Personality

between leadership skills in
• Cross Cultural Communication
developing relationships and their
• Interpersonal Communication
ability to achieve desired outcomes
• Develop emotional intelligence effectiveness
• Assess preferred communication • Self Concept and Self-Awareness

style and learn its impact on

interactions with others H  R D Dimensions
 Behaviour Based Interviewing
 
Cost of wrong hiring

A wrong hire is an expensive error. It can cost 100 to 265 per cent of the annual cost
of an employee.
 
Behaviour Based Interviewing
 
It has been said that the best predictor of future behaviour (and success) is past
successful behaviour. In the employee selection process, that premise changes the
focus. Now, an interview should not concentrate on what a prospective employee can
do for you in the future. But rather on what has made that person successful in the
past and how can you best use those traits to deliver the future
  
Workshop focus areas
 
•         Persona of Selectors – Competencies of Interviewers
•         Person and Position – Importance of specific Job Profile, Gaps and Hopps in
Resume
•         Reliability of measurement of human attributes
•         Tests, Tests – Research and Reality – Brainstorm on specific challenges
•         Realities of Interviews - the structured interview
•         Questions: Closed, Open, Behavior based
•         Improving Interview validity -Overcoming Rating Errors
•         Coaching Pilot Session
• Identifying Development Areas – Deciding Action Plan 

H R D Dimensions
 Behavior Based Safety
 
Recognizing the overall relevance of both workplace conditions and
employee behaviors in safety performance. Behavior based safety
program, a human approach to safety where participants learn how to
interact with their coworkers, incorporate behavior based safety
techniques in their everyday activities, and make safety and injury
prevention second-nature.

Who Should Take This Course?

All levels of employees at organizations with at least minimal experience in
behavior based safety and injury prevention.

What Will They Learn?

Safety observation skills with a focus on conditions, acts, and conditions plus
acts, peer-to-peer communication and team auditing.SAFETY EQUILIBRIUM
Benefits:
• Learn the techniques of coaching and
Perfect equilibrium
counseling totally free

RE
• Communicate with effectiveness from

WA
Demonstrate care and compassion

IES
•
restlessness

RD
S
Build effective safety committees

LI C
•

-R
PO

EP
TY

RE
FE

MA
SA

ND
H R D Dimensions EMP. BELIEF WINDOW
 Multipoint feedback
(A 360-degree catalyst for change)
Objectives:
 
q        Decision makers understand the process of communicating to each other how they
perceive (feel, believe, think) they perform the organisational tasks effectively, covering
all the four directions (Managers, Peers, Customers and Other members)
 
q        Executives learn the usefulness of 360 df and develop 360 degree feedback system:
(Survey distribution, survey return and consolidation, Feedback interpretation, Team
Feedback, and development plan)
 
q        Understand the mechanics of 360-degree feedback process, Discuss and learn
evaluation and implementation. Decide the roles and responsibilities of Feedback
providers
 
q        Decide process strategy: Survey what, whom, frequency, confidentiality, Accountability,
Participation, Writing 360 summaries, way to provide feedback and managing after
feedback situations.
Participants
  acquire and apply knowledge from the overview and sharing of Global best
practices on multi-rater feedback systems and draft a model using organizational values and
behaviors

Workshop uses Brainstorming method to know the skills and behaviors expected with the
leadership model of the organisation and capture survey points for building a system.
 
A Mock survey is developed and acceptable to all based on India business requirement and
considering Indian employee variations in contrast to western methods and as required by
the organisation during the second day looking at the overall needs of organization based
on its mission, values and behaviours and strategic business plan.
 
Coaching Pilots are identified to focus on coaching needs of employees after the survey
findings H R D Dimensions
 Coaching pilot
Helps individuals to recognize their issue and create SMART goals and
decide an action plan on the issue. Individual problem areas are shared
with internal coaches. What worked? Where did one get stuck? What
would one do different next time? – A Coach gets the view and gives his
view. Individuals share intentions, describe choices and explain
consequences.

Topics covered include:

HIGH POTENTIAL – HIGH PERFORMANCE PILOT

Q       
Q COACHING PROCESS
Q DEVELOPMENT FOCUS
Q COACHING AND COMPETENCIES
Q BENCH STRENGTH DEVELOPMENT
Q DISCOVER NEEDS OF INDIVIDUAL
Q INITIATING COACHING RELATIONSHIP
Q COACHING STRUCTURE
Q DEVELOPING TRAINING CURRICULUM
Q GOAL SETTING AND COACHING
Q DEVELOPMENT ACCOUNTABILITY

H R D Dimensions
Team Leadership & Team
Fitness

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 5 P Model Living Seven Habits
       
A 3 days workshop designed for personal effectiveness. The 5P Life Perfection
Module is built on blending eastern leadership wisdom and ‘ The 7 habits of
the highly effective people’
Purpose
Know ‘yourself’ - what would you like to achieve? prepare blueprint of your desired
future. Reflection from the raise and fall of great people / orgnisations (personal
mission, vision and values).

Person
Identify your current and desirable competencies. Anlyse Competency Gaps. Learn to
develop and assess Competencies to turn your blueprint of desired future into
reality (Building Leadership Competencies)

Process
Understand your learning style. Is there a need to change? Plan and Set stretch goals
for short and long term for your each role (personal, professional,social,…).
Review and Execute to achieve results (Goal setting )

People
Using your proactive power to manage relationships. Moving out of your comfort-zone
to network with people, getting released from conditioned behaviour to reflect on
people differentials. Know the hot buttons of people motivation. Learn to listen
and Communicate effectively to excel with people.

Perfection
Reflect, Assess and act with continuous effort moving towards perfection. Living
Emotional Intelligence to achieve the ultimate. Track you Journey of Human
excellence – IQ- EQ-SQ
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 Other Services
ØFacilitating to build Mission, Vision and Business
Ethics

ØRe-engineering Human Capital alignment with World

Class best Practices

Individual Coaching for Emerging Leaders

Ø

Developing HR Processes Manual

Ø

Developing Business Integrity systems and processes

Ø

Competency Assessment for Senior Positions

Ø

Developing Organisational Competency Model and

Ø

Developing Competency Based Job Specifications

Ø

H R D Dimensions
……..
Ø
 M R Chandramowly

You can reach us at :

cmowly@gmail.com
Phone: 900 8989 046
Website :
www.scribd.com/chandramowly

H R D Dimensions