Executive Coaching and HR Consulting
 

 

CLIENT RESULTS:

Client I :
An organization in the infrastructure industry needed an external perspective on the effectiveness of its HR function and sought advice on what needed to be done in the area of HR given the stage of the organization and the challenges it was facing. The assignment resulted in facilitating the organization define its vision and values, hiring some new members in the management team for roles which were not being addressed including the HR Head, assisting with organization structure and manning needs of the organization and restructuring for greater effectiveness at the leadership level.

Client II :
A family run organization recruiting professionals to run various business verticals needed external perspective on structuring the roles of family members versus owners who were engaged in the business. The assignment also led to defining parameters to assess the leadership team of the organization and facilitating a strategy workshop.

Client III :
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

Client IV :

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 V :
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.
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.
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.


Client VI :
A large insurance company’s HR Leadership wanted the HR leadership team to be facilitated in determining the strategic road map for the function. Based on diagnosis done a workshop was designed and conducted to build the core elements of the HR Road map and determine key areas of focus given business needs.

Executive Coaching:

A number of companies operating in various industries have benefited from Executive Coaching from founder of Confluence.

 

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