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Challenge

To enable Tata Elxsi’s senior leadership to develop strategic self-awareness and enhance leadership effectiveness.

Intervention

Identified the interventions to be initiated and deployed for cultural change and leadership development in consultation with Senior Leadership

Coached Executive Leadership using Hogan Assessments

Coached the HiPO candidates at middle and senior grades

Helped define the Succession Planning process for implementation

Initiated using Hogan assessments for leadership hiring to ensure effective hiring

Conceptualized, executed and operationalized HiPO identification, development and retention programs across the org for all grades

Deployed innovative strategies for disseminating Org Values

Senior leaders and High Potential candidates were identified to receive leadership coaching to enhance their strategic self-awareness and their leadership effectiveness.

An outcome of the coaching sessions was the Leadership Development Plan to identify key themes for development and for the leaders to work on them in a phased and planned manner.

Towards that end, we started using Hogan assessments for aiding in leadership hiring to ensure effective hiring as well as to help existing leaders enhance their leadership development.

Leaders report more awareness of their blindspots, motivated to work on their weaknesses and leverage their under-utilized potential to achieve greater success.

Challenge

To enable Leaders at Exim Bank to develop self-awareness about strengths and areas of development.

Objective:

To help them explore and enhance their potential through structured, confidential, and impartial feedback from colleagues.

Intervention Tool:

Tracom’s 360° feedback tool was used to achieve this transformation.

Our Intervention

Feedback process was kept confidential and anonymous, ensuring psychological safety for participants. Maintained reliability and consistency across all feedback sources.

Enhanced understanding of personal strengths and weaknesses. Helped recognize peer strengths to foster collaboration. Allowed for course correction in personal and professional growth.

Encouraged participants to contribute more effectively to organizational goals. Promoted team coordination and conflict resolution. Helped improve subordinate performance through better leadership. Highlighted the potential to include top management in future interventions.

Participants developed greater self-awareness about their behaviors and decision making. Gained insights into how others perceive them, promoting openness to change. Understood the importance of Emotional Intelligence and how it impacts leadership.

Learned how to style flex for better team cooperation. Improved understanding of social styles and peer dynamics. Developed empathy as a leadership trait.

Maintained a purely developmental approach, avoiding judgment-based outcomes. Aligned with organizational goals, making the feedback relevant and impactful.

Challenge

To enable the Leadership Team at Svatantra become future ready through a developmental 360° feedback process to enhance their Self-Awareness and spark their transformative journey.

Our Intervention

Maintained confidentiality and anonymity throughout the feedback process. Ensured reliability and consistency of responses to uphold fairness.

Enhanced self-awareness among team members. Increased understanding of behavioral styles and how they affect interactions. Promoted accountability and ownership of growth.

Positioned the tool as purely developmental, eliminating fear of judgment. Aligned feedback with organizational goals, making it strategically relevant.

Strengthened working relationships through better communication and mutual understanding. Encouraged leaders to act on feedback for improved collaboration.

Challenge

Enable RedLock India to become a self-managed team where individuals work collaboratively and cohesively with each other in order to delight the customer.

Our Intervention

Training on Emotional Quotient (EQ) and its practical use in understanding interpersonal dynamics. Sessions on social styles to help individuals identify their own behavior and areas of improvement. Encouraging introspection and awareness of how others perceive them.

Emphasis on giving and receiving feedback constructively and regularly. Learning to tailor messages for different personalities through professional presentation.

Development sessions on becoming a better team player. Learning the importance of proactivity in group settings. Exercises that focused on understanding different working styles and adapting accordingly.

Workshops on identifying and adapting to different social styles in the workplace. Roleplays and activities to observe and communicate better with teammates based on individual styles.

Challenge

To develop in the team, skills of collaboration, interpersonal effectiveness and emotional intelligence so that the team and team members are more successful at Neev and throughout their career.

Our Intervention

Delivered focused learning sessions on emotional intelligence and interpersonal effectiveness to enhance team dynamics. Encouraged practices that help individuals connect better with teammates and customers alike.

Created a culture where individual contributions were encouraged and aligned with collective outcomes. Encouraged innovation through autonomy, enabling each member to contribute meaningfully at every milestone.

Facilitated team-based exercises and workshops to promote collaboration and shared responsibility. Reinforced the idea of self-organizing teams that can function autonomously with strong internal cohesion.

Challenge

To bring BFL’s work culture in alignment with its Managing Director’s vision focused on people and productivity.

Our Intervention

Articulated and implemented core values centered on reciprocal trust between the organization and employees.

Fostered autonomy, flexibility, and trust at every level.

Conducted immersive sessions to embed the spirit behind the handbook across teams.

Cultivated a mindset of self-accountability, ownership, continuous learning, and improvement.

Co-created a unique, values-driven handbook with the Managing Director and Chief of Audit.

Challenge

To facilitate Tata Elxsi’s culture, and leadership across all levels, become aligned and effective towards supporting Tata Elxsi’s vision of becoming a billion dollar company by 2026.

Our Intervention

Identified the interventions to be initiated and deployed for cultural change and leadership development in consultation with Senior Leadership.

Coached Executive Leadership using Hogan Assessments.

Coached the High Potential candidates at middle and senior grades.

Helped define the Succession Planning process for implementation.

Implemented Hogan assessments for leadership hiring to ensure effective hiring.

Conceptualized, executed, and operationalized High Potential identification, development, and retention programs across the organization for all grades.