Organizational Structure Running A Successful Business
Framework ppt 1
1. Frontline Manager Development
Centre Framework
Proposal
June 2012 Think Talent Services Pvt Ltd
Sole India Licensee NEWS® Coaching
“Enabling endurance, robustness, sustainability for organizations”
3. Business Context
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XYZ Oncology wants to groom it’s front line managers through a
rigorous and well defined assessment process to help people to
enhance leadership effectiveness
1. Creation of new manager roles in Q4 2011 for
Creating a leadership pipeline internally
Effective management of span of control
Providing development opportunities to associates
2. All the associates are first time managers or have limited
managerial experience in a non-XYZ environment
3. Key focus in 2012 on assessing their competency gaps as leaders
and creation of focused Individual Development Plans (IDP) for them
4. There are 8 participants from 3 different line functions within
Oncology.
Background
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4. Key Questions
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1 How to design an assessment process which is simple yet effective?
2 What are the leadership standard which would be relevant in oncology
context for growth?
3 How do we create culture of assessment inside the organization?
4 How are we going to use the development center data facts for future
utility?
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6. Our Approach: Phase 1
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Diagnosis
Phone interviews to be done with Oncology
Leadership Team to get Critical Inputs on
- Projected growth of Oncology business
- Business Challenges
- Expectation from First Level Supervisors
Development Center – Created using Critical
Leadership Competencies based on XYZ
Leadership Standard and Input from Diagnosis
One Day Development Workshop- Designed
using Learning Style Indicators and Edgar
Schien’s Career Anchor
Identification of competencies and design of tools is one time exercise. It
would help us to create Assessment landscape. This design can be used for
similar Assessment Centers in the future.
Design of
Development
Center
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7. Our Approach: Phase 2
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Program
Delivery
Phase 2
Development Center
• Two Assessors ( Ratio 1:4)
• Multi tool
• Multi Assessor
Interactive Workshop
• One Day Workshop
• Learning Style Indicators
• Edgar Schien’s Career Anchor
Entire exercise would require three people - Two Assessors who will be
engaged in the Assessment Center and one Facilitator who will anchor the
Interactive Workshop
IDP In put: Individual Reports
capturing what I do/don’t do
(specific behaviors)
IDP In put: Focus on who I
am (Predispositions)
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8. CASE
PRESENTATION
(Case Study)
CASE
DISCUSSION
(Group Discussion)
PSYCHOMETRIC
INSTRUMENTS
SIMULATIONS
(Business Game)
ROLE PLAYS
(1 to 1)
1-day Development Center Design
Day 1: Participants are made to experience various
exercises (tools) and are observed through these
multiple tools by multiple assessors.
Each participant is given a detailed one to
one developmental feedback by one of the
assessors. The objective is to help the
participant become aware of their strengths &
focus areas with respect to the XYZ Oncology
competencies. Feedback will be done post the
career workshop on the phone.
INDIVIDUAL
DEVELOPMENT
PLAN
DETAILED
REPORT
EFFECTIVE
FEEDBACK
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9. Sample Tool Matrix
Psychometric Role Play Group
Exercise
In Tray
Customer Focus
People Management
Result Orientation
Change Management
Communication
/Collaboration
Analytical Thinking
This is an illustrative tool matrix as brief and Leadership Standard provided by
XYZ. However Leadership standards need to be converted into a competency
framework.
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10. Rating Scale used in DC
4-Point Rating Scale
Level 1–Does
not
meet
requirement
Level 2–
Meets
requirement
with Stretch
i.e. manifest
some elements
of the
competency
Level 3- Meets
Requirement
i.e. Manifest
most/all
elements of
the
competency
Level 4-
Exceeds
Requirement
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11. Our Approach: Phase 3
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Feedback &
Reporting
Phase 3
60-90 mins One-on-One individual phone
feedback session with participants will be
done 1 week after the Assessment Center.
The report from the Assessment Center
will be used for creating the Final IDP
using knowledge of predispositions
understanding of the role and what I
do/don’t do and need to do to be more
effective
Phase 4 is optional and would be customized and co -created with clients to
determine the engagement of Think Talent
Review &
Progress
Check
Phase 4 Optional
Optional Periodic(once in two months)
Review and Progress Check
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12. Program Benefits
Assessing Talent: Leader benefits those being assessed, their supervisors, and the
company as a whole. These benefits include the following:
• In-depth assessment of strengths and development opportunities.
• Realistic preview of leadership challenges to ensure a good career match.
• Accurate assessment of individuals with the right skills and potential.
• Accelerated development.
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13. About us
Think Talent Services Confidential
Repertoire of Intellectual property ranging from our own in-house
developed frameworks to globally renowned models.
Continuous endeavor and ability to customize our solutions to
meet our customers’ requirements.
Focus on Simplicity and practicality in all our solutions.
Co-creating solutions with the customer.
Team that comprises of practitioners from the industry with rich
domain and leadership experience.
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14. Think Talent Services Confidential 14
Our Values
OUR VALUES DEFINITIONS SYMBOLS
Customer
Centricity
Delivering value to our stakeholders
following principles of co-creation and
simplicity
Trust Generating and sustaining trust by
being transparent in our actions, and
fostering a culture of sharing and
fairness
Solution
Orientation
Providing exceptional service by being
focused in our offerings and partnering
in ideation as well as implementation of
solutions
Sense of
Community
Creating, nurturing and leveraging
networks to make a positive and
meaningful contribution for Think Talent
community
15. Think Talent Services Confidential 15
Solution Components
HR Capability
Development
Leadership
Development
Talent
Management
Culture
Transformation
Assessments
Individual & Group Coaching
Structures &
Governance
People Policies
& Practices
Culture &HR
Audits
Customized Group Learning Intervention
16. Some Think Talent Resources and
Trusted Advisors
Think Talent Services Confidential
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• Focuses on Leadership Behaviors
• Supports in building leadership teams
• Worked with large Indian
conglomerates and global MNCs as
senior HR lead
Bimal Rath
• Certified SHL assessor with OD
experience in global Healthcare &
IT companies
• Expertise in creating leadership
bench-strength in organizations
• A Leadership Development
professional with expertise in
facilitation and talent strategy
• Worked with Indian and global
outfits in IT, ITES and Travel &
Finance
Bhabani
Mohanty
Vivek
Tiwari
• About 20 years of experience as a life
skills counselor with specialized in
Organization Development and
CEO/Senior Management Coaching.Shilpa
Limsay
Sanjay
Chaturvedi
• Expertise in formulating HR Strategies
and large scale Change Management
• Several years of cross border
experience in line function roles
Sobby
Kurian
• Learning and Development
professional with over 15 years of
experience in IT, Telecom & Banking
• Experienced facilitator and a Group
Coach
17. NCR
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Gurgaon - 122001
Phone: +91-124-4106325,+91-124-4055375
Our Coordinates
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Phone: +91 80 64006888
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Phone: +91 90400 84006
Think Talent Services is the Sole India Licensee for NEWS Coaching & Training
Our Website - www.thinktalentindia.com
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Pune - 411014
Phone: +91 777400991
