Our client is a leading multinational alcohol beverage company that holds a dynamic and premium portfolio in the Wine & Spirits industry. A group of their senior executives were moving to India and they wanted to understand the subtle nuances of what living and working in India was all about.
When we conducted interviews with the group and brought in experts in the field of culture sensitization, we found that there are three main challenges that emerge while integrating into the Indian work ecosystem. These are:
- Our indirect approach to communication
- Meetings stretching way beyond the slotted time
- Our inability to “say no” to those in authority
Shradha HRD solution
Our learning journey was based on the fact that culture can be likened to an iceberg: what is visible (language, customs, dress..) is the tip of the iceberg. Attitudes, beliefs, thought process, etc. is what is beneath the water and not immediately visible.
The program was held virtually in an experience-sharing, case-study driven format, which focused on the following:
- The different dimensions of culture and where India lies on each dimension
- The extend of India’s diversity and how it affects business and social etiquette in India
- How timelines, hierarchies, attitudes, and communication patterns play out in different workplace scenarios
While it was an interesting experience for us to look at “ourselves” through the eyes of “others”, our participants reported that they got some interesting new “perspectives” with the workshop. They found the case studies and scenarios “relatable” and the discussions helpful for overall cultural assimilation.
Given the shift to virtual training, facilitators require a better understanding of the best practices of training on this new medium. Shradha HRD has been conducting several training programs virtually for close to 5 years now. This helped us assist internal training teams of our clients make this transition successfully.
We recently ran another edition of our popular virtual train-the-trainer program for a global marketing communications agency. The participants were all senior leaders from different businesses. They conducted training on technical topics.
The main challenge the participants faced while training virtually was audience engagement.
3 hygiene factors for virtual training programs:
- Keep the cameras on and participants unmuted
- Leverage 3rd party technology tools (other than the one’s available on the platform) to keep participants engaged
- Develop & implement a clear strategy on active learning as opposed to a passive download of information
Shradha HRD solution
Recognizing that virtual training is here to stay, we designed the program with the belief that the more effectively we can harness technology, the better will be the end user experience.
The program focused on the following:
- Applying the principles of adult learning to the virtual environment
- Structuring content effectively using the principles of instructional design
- Using best practices for effective presentation
- Exploring advanced facilitation techniques
Post the program, our participants firmly agreed with the realization that training virtually is not about more slide movement but about more audience movement! Most participants went away with new strategies for grabbing audience attention, keeping engagement levels going, and making the learning stay alive even after a session.
We recently conducted a virtual training program for a large 2-Wheeler Manufacturing company. Due to the lockdown and the Pandemic, there was a general feeling of anxiety on 3 levels:
- What is the market going to look like for the next year or so?
- I feel isolated due to the lockdown and WFH
- I hope my family remains safe through the pandemic
The audience included Production teams and Sales teams that were spread out across India. This was an initiative that the HR team ran to “connect and uplift” team members.
Shradha HRD solution
There is so much negativity and despondency all around us. Thinking Positively and looking ahead with optimism is the way to remain Happy and Productive. This was the key to our program design, which focused on the following:
- Identifying factors that cause stress and anxiety
- Discussing the importance of building self-awareness to reduce anxiety levels
- Applying strategies to keep a positive mindset during difficult times
We had a fantastic audience who felt charged up & motivated after attending the training program. Many of our attendees mentioned that they were definitely feeling less stressed and were looking forward to adopting a “growth mindset”.
Continuous learning is the key to thriving in the VUCA world. Well-designed interventions with a clear roadmap for implementation are critical for a tangible return on investment for the organization.
We recently conducted an organization wide learning intervention for a Global Infrastructure Management company on giving and receiving feedback.
Shradha HRD solution
Our learning journey combined a mix of virtual interactive activities, case study discussions, role plays, and proven behavioral frameworks that highlighted the different aspects of giving and receiving feedback.
The primary focus was on the following:
- Discussing the importance and qualities of constructive feedback for growth
- Practical strategies for effective feedback conversations
- Techniques for handling difficult feedback conversations
- Identifying your style for giving feedback and adopting radical candor
This is how one of our key client stakeholders, who was also a participant in the program, described their learning journey.
“I have been a part of several training programs focused on improving the critical skill of #feedback. This one was well thought out and brilliantly executed. I think the factors that helped the program achieve the desired objectives were:
- Collaborative effort (Client learning team and SHRD) at the design stage. It was contextualized to address the exact needs of the participants
- Optimal mix of great content (implementable models to #giveandreceivefeedback) & simulations to internalize learnings
- Well-spaced out program to give participants an opportunity to #applylearnings at work simultaneously
- High energy sessions conducted by an experienced #facilitator
Post the program, we are seeing a lot more openness to feedback and meaningful feedback conversation at different levels. This translates into higher productivity for the organization.”
Our client is a leading provider of technology-enabled revenue cycle management (RCM) services which transform and solve revenue cycle performance challenges across hospitals, health systems and physician groups. Due to the COVID crisis, our Client ask was to redesign the Campus to Corporate classroom intervention into a virtual delivery format.
The overall program objective was to equip trainees with the necessary knowledge, skills and mind-set to transition seamlessly into the workplace. Our classroom Campus to Corporate Program is high energy, very interactive & completely experiential. We needed to run the same training program virtually, retain the interactivity & ensure that learning takes place.
Shradha HRD solution:
We had extensive conversations with the Learning &Development team and went through several iterations on the content and the activities to be used.
- We adapted some of the older classroom activities to suit the new virtual format
- Created completely new activities that were interactive& suited to the virtual format
- Used technology to promote interactivity and learning viz breakout rooms, virtual role plays, quizzes, polls, google forms to name a few.
- Creation of an SOP document to be circulated among-st the participants so that there would be minimum technical glitches during the session.
At the end of the pilot session the Learning team took live participant feedback. Participants felt:
- They had enjoyed the session and learnt from it
- They were engaged throughout and did not feel like virtual training was boring or one sided
- They enjoyed the interactivity and the activities tremendously
This initiative was rolled out to Women Managers for a Global Telecom Company.
Women as a group tend to be largely reticent in talking about their work & their USP’s. Very often they struggle to highlight their achievements. Research has shown that Men are far more comfortable creating a Buzz around their work. These inherent traits sometimes account for the Achievement gap between the Sexes.
With this context as a background our clients felt that an intervention which helped Women Managers explore what they would want their Personal Brand to say & then use the right tools to make their Personal Brand come alive would help Young Women leaders in their Organization.
Some aspects that were discussed in the training were,
- What is Personal Brand
- Discovering your Personal Brand
- Tools to build your Brand
- Using Social Media effectively to Network & Build a Brand
The Lockdown necessitated that the program was delivered Virtually. The program needed to be thoughtfully designed, keeping in mind that our participants were Working from Home and had limited bandwidth. The technology tools used were largely Audio and Chats. The bite sized nature of the training was found to suitable for the virtual platform, and it succeeded in keeping the participants engaged and informed.
Participants felt that the Program allowed them to introspect on what they wanted their Personal Brand to stand for. In the day to day rigor of work and home, we often don’t get this opportunity to step back and look at where we want to go and if the path that we are on will take us there.
During the Program Recap, 2 Participants told us about their Personal Action Plan and how they were going to actively leverage Social Media for Building their Professional Networks.
Shradha HRD is a Women dominated organization and it is immensely fulfilling to conduct Programs where we can share our experiences gathered over 20 years to help empower Women Managers. We are Extremely Thankful to our Clients that continue to give us interventions like these, that allow us to add value in so many different ways !!!!!!!
Our client is a Fortune 100 company. They have a Global mandate to increase participation of Women at Senior Management levels. To achieve that Vision, our clients have a structured Growth Plan for their Women Managers. This program was a part of an organization wide initiative to empower Women Managers with a Growth Mindset & tools to showcase their inherent talents and Go-to Skills.
500 Women Managers at Middle and Senior Management positions have attended and benefited from this program over the last 2 years.
The Program systematically addressed the challenges that Women Managers face at the workplace. The program includes the following elements:
- Acknowledge Mind Conditioning & Self limiting beliefs
- Build Confidence to shatter the Glass ceiling
- Use simple tools to Network and establish a Personal Brand
- Create partnerships and build a support structure
The feedback from Participants was that it helped them to work on their self-limiting beliefs, incorporate behaviors that lead to Growth and above all create a strong support system to overcome hurdles and surge ahead.
Our motto at Shradha HRD is that Learning Must Continue and our clients support this vision. We successfully conducted MOVE UP over MS Teams for Women Managers across India. The training activities were tailored to keep in mind the technology and the Virtual Medium.
The Feedback for the program was, “Highly Engaging. We felt just like we were Learning in a Face to Face mode”.
We are set to continue this program series, Empowering Women Managers across India, Virtually !!!!!!
Program Overview: We recently conducted a program for the training team of a large French IT Company. The audience was the internal training team that largely conduct Technical training for team members across different locations in India and even for Onshore teams. The challenges identified during the course of the Training Need Identification were:
- Keeping Participants engaged during long Technical training’s, that sometimes stretch up-to 3 days
- How to make the best use of the Technology tools available to make training interactive?
- Changing the training format from a monologue to a dialogue by effectively using Adult Learning Principles
- How do you ensure learning happens, even while training large groups?
Shradha HRD Solution: The group of Facilitators that were a part of this program had all been facilitating for 10-15 years and were Subject Matter Experts in their individual domains. What was important for us was to help them facilitate more effectively, especially while training large group sizes.
The program was held virtually using the same technology that the participants used to train. This ensured that they had an actual feel of how to implement the learnings from the program, real time. The idea was that the program should be hands on and experiential as opposed to theoretical.
The Key areas covered during the program were:
- Applying Adult Learning Principles to make learning more retentive
- Using Visual Aids effectively
- Integrating simple activities & techniques and Making Virtual training engaging
- Sensitization to best practices of Non Verbal Communication and Body language to make training come alive
Considering that we were working with a team of very experienced facilitators that had already been conducting so much training virtually, the response we received to the program was simply outstanding. We had participants fully engaged for the entire 8 hours of the program & they felt that they had tangible take-away they could implement in their training programs.
A Train the Trainer program is always special because you are training peers, in a sense. We thoroughly enjoyed, creating and delivering this intervention.
Most Procurement teams look at Negotiations through a Win-Lose lens. The Vision for this program was to sensitize participants to the idea of approaching every Negotiation with a Win-Win outlook. As the Supply chain and Procurement teams had long standing relationships with their vendor partners, taking a long term view of the entire process as opposed to extracting the maximum concession in the short run, became even more critical.
Shradha HRD solution:
Post detailed conversations, we designed a program that covered
- Conducting collaborative and principled Negotiations: look beyond the traditional ways of viewing negotiation
- Reduce the threat perception and create an environment that is trust filled
- The 4 Negotiation styles& table skills during a negotiation
- Creative problem solving for a Win-Win situation
The most critical part of a program on Negotiations is to be able to give participants a real life feel of Negotiating. Designing customized role play situations in such a situation requires time and effort. This however ensures that participants are able to take away learning that they can actually implement during their Negotiations.
Participants really enjoyed the session and felt that not only did they learn new techniques of negotiation skills but it gave them confidence in their interactions. They also understood the criticality of creating an atmosphere of trust and positive communication during any negotiation. In fact some of them said that there were many situations in their work when they felt blocked and were unable to find a solution to move forward on their negotiations. However, after attending this particular workshop due to the very customized role plays they were able to find resolution to many of their issues.
Our client is a multi-national company manufacturing 2 wheeler’s motorcycles.
The company was going through a change viz. its culture, there was a shift in strategy in which the focus was to become a niche player in the two-wheeler market. The leadership team felt there was a lag in reaching set goals as most teams were comfortable following their old approach to working and Communicating. Despite a comprehensive transition process having been kicked off the employees did not understand that in the new growth phase the processes had to be more structured and process driven. They needed to be more proactive in implementing changes as it was critical for the organizations next growth trajectory.
Shradha HRD Solution:
The program that we designed was around recognizing the importance of adapting to Change and Communicating effectively with teams to drive the Change. Some of the topics we covered during the session included –
- Recognize the importance of Change in our lives
- Sensitization to how the mind normally reacts to Change
- Successfully dealing with the new & embrace it as an opportunity to Grow
- Communicating effectively and Working together as a team to drive the Change
Participants felt that they were more comfortable with the idea of Change after they had the time to reflect on critical it was to drive the Change. The most important take away for them was the recognition that we naturally resist Change, its important to recognize that & deal with it.
Most individuals working in today’s world know how Critical change is. Yet there is a natural inclination to resist anything new and proactively embrace Change. Interventions like this are critical to support team members make the transition and proactively embrace Change and Growth.