We conducted a large intervention for young executives at one of the top news media companies of the country. This was a very exciting intervention for us. We had an audience that included several young news anchors, managers that look after a program series on television, program editors etc.

The overarching program objective was to help participants:

• Reflect on the ever dynamic nature of our world & the exciting opportunities that are constantly being generated
• Define a clear vision on what success looks like for them
• Set clear career goals in line with their personal competencies and plan effectively to reach their goals

This program enabled participants to leverage the current information about the organization and future trends to create more realistic career development goals. The feedback from participants was that the program helped them achieve a greater sense of responsibility for managing their careers and take steps in an organized way to achieve their professional aspirations.

Our client, a global management consulting organization aims to be gender neutral by 2020. To achieve this objective, they engaged with Shradha HRD to design and deliver a series of initiatives to empower women executives and managers within the organization. This program series aimed to enable participants to break mental conditioning, to harness the power of the mind and to effectively develop interpersonal skills that they need to “Move Up”.

Some client testimonials – quoted verbatim

•  “This program helped me learn some really useful tips on striking work-life balance and take charge of my life”
• “After attending this training I am really inspired to challenge myself and not take people’s criticism to heart”

Shradha HRD trained the Subject Matter Experts (SMEs) of a well-known Healthcare Revenue Cycle Management company this month. These SMEs conduct induction sessions for new joiners and are responsible for familiarizing them with the company’s policies and procedures around a number of areas like Finance, Compliance, HR, etc. The problem statement was how to make their sessions more engaging within the limited time of 30-40 minutes.

Training focus areas:

• Understand the scope of content that could go into each presentation
• Structure content for greater retention
• Build audience engagement by donning a trainer’s persona
• Making a professional power point presentation

By incorporating concepts like the principles of adult learning and storytelling, this program helped participants remarkably improve their overall presentation skills. During final presentations, there was a marked difference in the ability to structure subject matter, engage participants and increase the overall engagement levels in the training room.

The objective of the program was to help participants integrate their internal confidence to power-up their external behaviors.

In order to do this, the program was designed to help participants fine tune their personal operating style and exude the key executive presence skills of listening mindfully, speaking clearly, responding thoughtfully and asking great questions. This in turn, would help them successfully engage with people across all levels, both inside and outside of the organization.

The main focus areas of the program were:

• how to establish credibility in the long term
• business etiquette and developing one’s own style
• creating a personal brand that distinguishes oneself from others

This global management consulting firm engaged with Shradha HRD to conduct a program for their senior directors, who had come together for their bi-annual strategy meet. The brief for this program was learning and reflection on the planning process, fun and team bonding. The program methodology was completely experiential with learnings drawn from the activity debrief.

Through highly kinesthetic activities, this experiential training program helped participants to break mental barriers in order to think out of the box, develop a solutions mindset and improve multi-tasking.

Verbatim testimonial – “The training met all our expectations and beyond”.

Shradha Hrd created and conducted an extensive staggered intervention for associates at a large IT services company. Although technically competent, these associates lacked the “finesse” required to confidently work in a corporate environment.

The program imparted the essential corporate skills to them so that they graduated as “well rounded” executives who could communicate with confidence.

The key elements of the program were:

• English language enhancement
• Professional verbal communication: structuring a message, English language enhancement
• Professional non-verbal communication
• Corporate etiquette
• Cultural sensitization

The classroom feedback score for this intervention was above 96%.

Shradha HRD worked with a complete line of business at a large financial services technology and outsourcing services organization across their Bangalore and Chennai offices, on this intervention for enhancing Customer Centricity. We trained close to 50 participants through this intervention.

The objectives of this program were to:

• Improve customer centricity and customer connect through emails and phone
• improve the overall structure and format of writing to clients
• reduce grammatical errors and use of ‘Indianisms” – words/phrases that may be unfamiliar to non- Indian nationalities
• recognize cultural differences that lead to differences in communication styles

By the end of the intervention we observed a clear level 3 needle movement around the following areas:

• Taking ownership and going the extra mile to understand and comprehend the complete background and the unstated background of customer inquiry.
• Framing responses using a structured approach e.g. Numbers, tables, paragraphs, bullet points, etc. Confidential Shradha HRD Private Limited
• Better understanding and adaptation to an American style of writing.
• Dealing with difficult customer situations effectively: empathetic yet assertive approach.

For one of the verticals of a top IT education company, Shradha HRD conducted a training intervention for young managers. This program aimed at empowering new managers with the competencies required in their new roles.

Program Focus Areas:

• Personal effectiveness at the workplace
• Sensitization to group dynamics and working with emotional intelligence
• Feedback for growth
• How to structure communication effectively and handle difficult conversations

By the end of the training the participants felt that they gained very useful insights into
transitioning from a peer relationship to a leader relationship with their team members
that would help them succeed in their new role.

This was the year of Media for Shradha HRD. We conducted several interesting programs for different Media companies across India.

This particular program was rolled out across the country for individual contributors and managers from across functions and levels. This program provided them a refresher on e-mail writing, keeping the organizational perspective in mind. The broad topics covered during the program were:

• structuring clear and concise emails
• contextualize writing based on the readers and their needs
• communicating effectively in difficult situations and writing assertively

Some of the documented feedback for the program was:

“Has helped me develop skills on writing more courteous and concise e-mails”

“I am more confident of delivering bad news through e-mails”

“I loved the inverted pyramid model for writing e-mails

A series of programs for the entire service team was conceived, designed and executed by Shradha HRD. This exciting program was game based and completely experiential.

The key learnings drawn out from the program were:

• Understand the importance of planning and executing, as opposed to execution and planning
• Recognize the role Importance of each team member in achieving excellence in execution

We trained over 100 participants from across the country through this intervention. Every activity in the program was followed by a debriefing session through which participants drew out their learnings. Participants received feedback from the trainer and fellow team members, which helped them reflect on their working and execution style. This methodology helped them monitor the effectiveness of their plan, anticipate outcomes and develop contingency plans.

A Pan-India intervention covering over 90 senior directors and heads of businesses, was designed and delivered for a renowned IT organization. The program was a part of an organizational initiative to empower leaders to mentor their high-potential direct reports through structured career conversations. The Overreaching Objective was to establish a meaningful connect during such conversations instead of superficial interactions that are often a mere formality. This experiential program was contextualized to address some of the real life business challenges leaders face while conducting career conversations.

The feedback from the program was extremely positive and indicated that this training increased the participants’ understanding of the aims and objectives of career conversations and how to conduct them.

The training empowered them to carry out such conversations effectively by helping them prepare a toolkit for conducting career conversations.

We conducted a program on creativity and innovation where we trained their executives up to the middle management level on strategies to unlock their fullest creative potential & make creativity a way of life.

In order to overcome barriers to creativity, this program was designed to give practical insights on how to “think creatively” and work with a solutions mindset. The participants were trained on fundamentally understanding the creative process and structure it efficiently, so that they can be more spontaneous and come up with innovative solutions.

Over the last 2 months we have successfully completed an integrated training program for First time managers across 3 large multinational companies from completely different sectors.

The unique thing about these programs was a clearly measurable return on investment for the company. These integrated programs had an efficient mechanism to track the implementation of learning and the actual usage of concepts learnt.

The classroom feedback for these programs was over 95%.

The line managers who had nominated their direct reportees for these programs felt that there had been a quantifiable marked improvement. The improvement post the program , as assessed by line managers was on average at 24%. The parameters that the First Time Managers were assessed on ranged from improved employee engagement, better quality of feedback session to enhanced client handling skills.

We successfully completed a 1 on 1 Coaching intervention for 3 coachees at the vice-president level in an intervention that was spread across 2 months. The challenges identified for the coachees ranged from language challenges, including pronunciation and fluency to inability to articulate their point effectively.

The results were quite spectacular. By the end of the intervention there was a quantifiable & measurable needle movement that could be seen. There was feedback that the coachees received from their clients on the positive change over a period of 2 months.

This month we reached a mile-stone where we had trained 300 managers at a large automobile major. The audience was a mixed group where we had millenials and near retirement participants, all a part of the same group. The sharing of best practices and group dynamics was a great learning experience for all of us.

We continue to get feedback from different participants in the company when we go in to train about how they continue to implement their learnings from the session. It is most gratifying for us when we are able to see participants excited, enthused and implementing what they have taken away from the sessions.

For us it is “Watching the needle actually move”.

We successfully completed a project where we trained 70 managers of a business (from the head of the business to all the front line managers) on “Growing with Change”. The company it was conducted for is one of the largest HR outsourcing companies in the world.

This was conducted as an off-site program and was completely experiential in nature. Other than being an absolutely fun experience for the participants and giving them the opportunity to interact/brain storm as a group, it was a huge learning experience for the team. Some of the verbatim feedback we received from the participants was:

1. I am going to use change model, I will keep on referring to it
2. What I liked best about the program was the continuous awareness it brought about on change in our lives
3. The program helped me Identify areas of change and implement ways for improvement in my team

This month we completed a pilot program on Advanced Business Communication for a global investment bank. The target audience was the AVP and VP population. It was a 6 session intervention spread over 3 months. Based on the feedback that was received for the program, we are set to roll this out as an organization wide initiative for all the executives that fall into band. Some of the verbatim feedback received post the intervention is:

“Whenever I face an escalation the de-escalation matrix that we covered during training starts playing in my head and I’m able to tackle the situation much better”

“This training has helped me tackle performance appraisal conversations much better now. I’m able to structure my conversations properly and get the other person to see my point of view”

“I did not realize that I was coming across strongly during team member conversations. I discovered this through the feedback I received during the role plays. It was a eureka moment for me”

We recently recorded a benchmark by having 500 trainees trained and certified with a large global BPO. This was through a train to hire model. Our average certification levels have been over 70% across this period.

There have been at least 5 batches out of this where we achieved 100% certification levels and this is a record of sorts with the clients who have been operating this model for close to 5 years now.

The client speak post the result is:

Hi,

Heartiest congratulations on getting perhaps the highest ever conversions in a Global Set 5+ batch in NCR. Shradha HRD has set a precedent that others will now need to follow.

Look forward to a long association between us 🙂