Check out a few of our CLIENT RESULTS:

Client I : Developing key executives for larger roles in India and Overseas
A reputed multi-national organization, with significant growth in its businesses, wanted to develop its key executives for larger roles in India as well as, its overseas operations.

We were invited to coach six Business Heads who were part of the Leadership team of the organization and five next high potentials one level below them. We worked with the organization to develop a coaching model and a coaching process for the executives, and engaged with the executives over twelve months on their developmental agendas. The HR team was also added to be coached by us.
We are now working with the organization to develop and train its leaders to become internal coaches for managing performance and developing talent of next level leaders and for evolving a coaching culture in the organization.

Client II : Helping HR professionals to shift focus from HR processes to HR mindset
A prestigious association of Human Resource Professionals invited us to develop a suitable program for professionals working in HR in India. The program is meant to be one of the platforms to re-launch the association in India. It also dovetails into one of their strategic objectives to support the HR Professionals in the countries that they operate in.

Based on an understanding of the objectives of the association and the market needs, we jointly defined the target audience. We conducted research to understand the typical job roles that the target profile has in HR departments of organizations across multiple sectors; understood the learning needs of the target profile and shared our research and the broad program objectives and framework, based on the research, with the association. The framework is designed to initiate the process of shift in mind sets from focus on ‘HR processes’ to ‘HR outcomes’ that support business results. The content has been designed to focus the participants on outcomes expected of the typical roles that they perform and raise awareness about what they could consider doing, to enhance the effectiveness of their efforts to generate the desired outcomes.

Client III : Evaluating change management project implementation
The HR function of a multinational company was mandated by the Management Committee to implement a number of HR initiatives encompassing Performance Management, Talent Management, HR support to strategic business initiatives and a variety of Employee Engagement interventions.
Robust HR strategies had been developed for each initiative, with ambitious "roll out" plans. Given the multiple interventions to be managed in tight time frames, the HR Leadership team sensed that execution of the programs was presenting certain challenges for the HR teams responsible for roll outs across locations.

Confluence was invited to facilitate the HR leadership team in diagnosis of key implementation challenges such as Stakeholder Engagement, Change Management and program roll out execution effectiveness. The objective of the diagnosis was to enable the HR Leadership team to more effectively facilitate / support the larger HR team through the implementation phase.
A structured diagnostic process encompassing Task Management, Change Management and team behaviors was undertaken. The diagnosis was presented to the HR leadership team, and we facilitated them in understanding the key issues and in defining behaviors / actions that would enhance both - the effectiveness of interventions as well as HR team effectiveness in working together through implementation of interventions.
Subsequently, the diagnosis and the key actions that HR leadership team would undertake to support the larger HR team was presented to the entire HR team. Specific measures for enhancing the management of interventions, communication and coordination during execution and reviews have been accepted and implemented.

As a follow-through exercise, we have been invited to
* Coach the HR leadership team in order to enhance their leadership effectiveness in HR Intervention Management
* Provide "Intervention Management" and "Change Management" frameworks and capability enhancement inputs for the entire HR team.

Client IV : Realigning the organization to a new business model
A large organization (in one of India's "sunrise sectors" ) that was incorporated 9 years ago, has experienced a steady growth in business over the years. Owing to the current economic situation and certain industry dynamics, the organization's business strategy had to be recast. This demanded significant change to the business model, distribution and cost efficiencies. Hence there was a need to realign the organization and drive required change.
As a first step, we were required to work with the leadership team itself, as there was a need to create new paradigms of team behavior for supporting collaborative, cross-functional dialogue, collective resolution of issues and presenting a unified face of management to the rest of the organization.
A structured diagnostic framework was evolved. Basis this, we engaged individual members of the leadership team in dialogues to understand change issues involved as well as the underlying team behavior issues required to be addressed for building alignment and collective ownership for driving the change process.
Subsequently, the diagnostic findings were presented to the leadership team, and we facilitated them in working through related team effectiveness and team behavior issues. Action steps were worked out by the team to create a more effective environment for cross-functional collaboration - both on a one-on-one basis as well as for enabling more effective participation at team forums.

The next phases of the assignment will focus on
* Enhancing the effectiveness of various business and cross-functional forums
* Addressing specific areas of potential conflict between different functions with a view to promote more effective communication and coordination of policies, tasks and processes
* Engaging operational level management in the change process.