WHAT WE OFFER :
ORGANIZATION EXCELLENCE:
Business dynamics are changing rapidly. Business cycles are shortening, the information flows are becoming overwhelming and there is a need to respond to competitive forces quickly. Consequently, the complexities of managing businesses have grown exponentially. This requires that organizations anticipate and respond to changes with agility in order to ensure high quality results and growth.
To enhance their agility, organizations need to review alignment of core levers that impact organization effectiveness to strategy, develop leadership talent in successive layers of the organization and create an energizing and engaging work atmosphere.
Enhancing Organization Effectiveness :
Confluence works with organizations on three ‘core levers’ that impact organization effectiveness:
- Organization Design – enhancing its appropriateness for the chosen strategies
- Organization Capabilities – assessing and developing capabilities to translate business intent into outcomes
- Systems & Processes – improving and integrating systems and processes that provide the enabling structures for supporting overall business performance
We partner with leaders to align the core levers and encourage their utilization in ways that optimize value. The resultant “superstructure” becomes the framework for superior and consistent business results.
Leadership Talent Management Frameworks:
We partner with organizations to assess congruence between business strategies and ‘business critical’ leadership talent on the ground to enhance the fit between the talent needed and the business strategies by:
- Designing frameworks to identify and assess required and existing leadership capabilities
- Helping organizations make the ‘acquire’ and / or ‘develop’ decisions to address identified gaps
- Developing and institutionalizing policies and frameworks for leadership talent identification, assessment, development and talent pipeline management
Customized Leadership Talent frameworks enable organizations to apply a strategic approach to continually anticipate, assess and develop organizational capabilities required for sustained business excellence.
Integrated Performance Management for Organization Excellence:
Frequently, the strategic planning and review cycles for organization and individual performance are independently managed processes. Consequently, the power of the congruence of business plans to strategy, synergy of functional goals to business plans and integration of individual contributions to larger business goals is not fully utilized.
Our approach is to:
- Facilitate organizations to create and implement a framework that enables the congruence between strategy, business plans, functional goals and individual goals
- Forums and processes to define and review the alignment of goals to strategy in ways that help generate collective ownership of organization’s opportunities and challenges
- Provide managers with perspectives, tools and skills to engage in performance-focused, solutions oriented conversations with individuals and teams in order to raise commitment and ownership for results.
Our methodologies and frameworks are designed to engender candor, trust, empowerment and mutually supportive ways of accomplishing the goals set at an individual, functional, business and organization level.
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LEADERSHIP EXCELLENCE:
Leaders shape organizations direction and capabilities to achieve their vision and strategic objectives. Effective leaders are able to align and harness the energy and potential of employees and other stakeholders in accomplishing organizational intent.
Our focus is to enable leaders to
- recognize and realize their own potential in the context of their leadership roles
- align and harness the capabilities and potentialities of the larger organization that they impact and influence.
Executive Coaching for Leadership Development:
Leaders demonstrate strong understanding of the business / task contexts they need to deal with. Whilst their track records stand testimony to their personal capabilities, success at these levels requires considerable sophistication and fluency in
- anticipating and/or understanding the changes in the environment, their implications on the organization and generating organizational capability to deal with these changes
- aligning/engaging people behind strategic initiatives and business aspirations,
- interpersonal and leadership skills for influencing and building ownership and commitment
- collaborative skills for facilitating change on an on-going basis
Executive Coaching is one of the most effective ways to support their development and augment their capabilities/ leadership style to translate organization intent into effective outcomes. Our Coaching Model:
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Coaching Skills for Performance Excellence & Employee Development (CSPEED)
CSPEED is our approach for equipping leaders with in-depth perspectives, tools and skills to address performance enhancement and individual development in ways that create an engaging work environment. We enable leaders to:
- understand people, their capabilities, motivations and aspirations
- determine the path to align capabilities to performance requirements through a systematic, “learning / behavior change goals” based approach.
- engage in conversations that facilitate employees in discovering appropriate solutions
- recognize, reinforce and build on success
Developing Leaders into Talent Coaches:
By virtue of the experience and perspectives that are gained from leadership positions, leaders have an aerial view of the business drivers and the capabilities required for success in organizations. Given today’s business environment and the dearth of high potential talent, it is imperative for leaders to identify, develop and retain high potential talent in successive layers of the organization by:
- identifying talent within their teams / organizations – their potential, motivations and aspirations
- sharing their experience and perspectives with their teams so that high potentials benefit from the leader’s experience and unique perspectives, thereby shortening the ‘learning curves’
- identifying relevant experiences that such talent can benefit from and creating opportunities to provide such experiences in, or outside, the work environment
- having conversations to inspire, reinforce aspirations, learning and development leading to talent development and retention.
Confluence works with leaders equipping them with the necessary perspectives and skills to enable them to harness and engage the high potential talent in their teams / organizations. High potential talent is an area of special focus since they, when aligned to the organization, bring in that ‘discretionary / differentiated’ performance and form the pipeline of leadership talent for the organization.
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HR EXCELLENCE:
CEOs and Business managers are increasingly seeking out the HR function for partnering with the business in furthering their business agendas, helping them get better performance from their people, better return from investments in people, robust HR products & services for talent management. Employees too, expect far more attention to their needs / expectations from HR professionals.
This situation presents both an opportunity and challenge for the HR function. Expectations from all types of stakeholders have risen; the sophistication and “outcome” challenge of interventions has increased. Further, HR’s relationships with others straddle a very complex web of role equations. At one level, managers and employees are “internal customers” who want their specific expectations and requirements met. At the same time, they are also employees, and expect HR to be concerned about their well-being as persons.
Simultaneously, whilst HR is expected to support individual businesses better, they are also expected to provide solutions keeping the overall organization interest in mind.
Facilitating Design, Development and Implementation of HR Interventions:
Given the pulls and pressures on HR roles, the function needs to focus on the key value added contributions it can make to further the business agenda. We work with HR teams to:
- define the contributions expected of the HR function given the business imperatives
- review the effectiveness of HR’s products and services in terms of their value addition to achievement of business strategy
- design and implement appropriate interventions aligned to business strategy for greater functional effectiveness
Our approach is to work in partnership with the HR team, share knowledge and experience with the team so that they develop the capability to enhance the effectiveness of their contributions to the business.
Developing Strategic HR Competencies in HR Teams:
Our program “HR-BRIDGES” is tailored to meet advanced development needs of HR professionals. This modular program addresses perspectives, frameworks and skill enhancement for:
- designing, gaining support, and executing HR and Organization Development interventions
- relationship building, partnering others, influencing and impacting human process orientations in organizations
We work closely with HR leaders and their teams to identify ways of implementing interventions more effectively, including ‘on-line’ interactions / coaching during planning, gaining stakeholder commitment and ownership, roll-out effectiveness and review.
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