"SAKSHAM"

StrategicLeadership Intervention

APPROACH NOTE
OUR TALENT D EVELOPMENT A PPROACH

Our Talent Development Solutions are of two types –

Customised, in-company Solutions and Open Solutions
(Individual/Company Nomination-based).The objective
of Talent Development Solutions is to create a high-
performance, sustainable workforce that meets and
exceeds the organizational strategic and operational
goals and objectives. Specifically for organization-wide
talent development objectives, we propose that the
organization adopts our proprietary model “FLOAT”,
which covers the entire range from understanding the
objectives to testing effectiveness
HOW WE INTERNALIZE LEARNING
SAKSHAM
TO BUILD INSPIRING & SUSTAINABLE LEADERS IN ORGANIZATION
 APPROACH TO SAKSHAM

PERSONAL INTERVIEW (BEI) TO HAVE

1
UNDERSTANDING OF PARTICIPATING 2. Project Framework 3. CREATION OF TRAINING CONTENT IN
. ALIGNMENT WITH FACILITATOR
AUDIENCE

School of Inspirational Leaderships With a alignment of self, supervisory,

Upon working with Individual leaders Competency based training program managerial & leadership competency . Content
and managers to understand their job on a ratio of 40% Education , 30% Team builds modules of various workshops.
description. Experience , 30% Project work The workshop content includes,
1.Faculty Led Instruction
Their understanding of their job This framework is created by our team 2. Videos
Descriptions of ID designer with Support of the 3. Audio
Consultant and faculties who conduct 4.Special Access to SIL university LMS
Learning gaps of Skills , Behaviours the BEI with the participants 5.Schedule of the Workshop
and Attitude 6.Participants Detailing
7.Project work Folders
8.Activities & Engagement Pre , Post
Workshop
 APPROACH TO SAKSHAM

Program Execution Method Project Review Reward & Recognition

1 Declaration of Date in agreement All projects are reviewed After the completion of the
with all relevant stakeholders checked and scored by the MDP / LDP, a graduation
facilitator, Scoring are share Ceremony will be held for
2 Pre Preparation information to all with the participants and leaders, which clear should
participants Program Execution respective managers of the indicate that they are on the
participants as a development path of growth within the
3 Program Feedback being shared with all of the individual. organization
stakeholders
4 Project work declaration & RACI grid
Preparation as a follow up session
 PHASE 1 : STRATEGIC PHASE 2 : CHANGE & PHASE 3 : INFLUENTIAL & PHASE 4: TALENT &
LEADERSHIP MANAGEMENT INNOVATION MANAGEMENT COMMUNICATION MANAGEMENT PERFORMANCE MANAGEMENT

KEY OUTPUTS OF WORKSHOP , IS KEY OUTPUTS OF WORKSHOP, IS TO KEY OUTPUTS OF WORKSHOP, IS KEY OUTPUTS OF WORKSHOP, TO
TO EQUIP PARTICIPANTS & ALIGN HELP PARTICIPANTS UNDERSTAND TO IMBIBE THE SCIENCE & ART EQUIP PARTICIPANTS WITH
THEM WITH LEADERSHIP VISION THE CHANGE PROCESS AND THE OF INFLUENCING PEOPLE AS A METHODS OF PERFORMANCE
ALONG WITH STRATEGIC METHODS TO INNOVATE SOLUTIONS LEADER AND BUILDING TEAMS MANAGEMENT , TALENT
PLANNING TOOLS & DECISION DURING THE CHANGE MANAGEMENT TO WORK COLLABORATIVELY ENGAGEMENT & RETENTION
TOWARDS ORGANIZATION STRATEGIES IN ORDER TO
MAKING MATRIX TO MITIGATE RISK PROCESS CREATE A PERFORMANCE BASED
VISION
CULTURE IN THE ORGANIZATION

EXPERIETAL WORKSHOP WILL BE DELIVERED BY

To be selected on the levels of To be selected on the levels of To be selected on the levels of To be selected on the levels of
training training training training

FREQUENCY & MACRO SCHEDULE

SAKSHAM LEADERSHIP PROGRAM MACRO PLAN & SCHEDULE

PHASE 1 Strategic Leadership Management

SESSION NAME SESSION CORE OBJECTIVE

By the end of this session participants will be able to Building

BUILDING 1. Identify their vision for life and how they can contribute strongly toward the compelling vision of the company Leadership Vision
LEADERSHIP 2. Build their own vision for life
VISION 3. Learn the art and science of thinking visionary and how it impacts their personal & professional Environment

By the end of this session participants will be able to

1. Understanding various strategic tools for decision making & leading complexes' Strategic Planning
STRATEGIC Learning how to build products & processes by conceptualizing through blue ocean methodologies
PLANNING 3. Understanding the Value Vs Effort for overall business progression
4. How strategic planning needs to be inculcating in Execution

DECISION By the end of this session participants will be able to

MAKING 1. Building a risk matrix to Scope Time & Resources to understand and evaluate risk for business decisions Decision-making
2. How to get a perceived value of risk for better decision in a company
3. Tool that help build the emotional value around any decision which creates consistency and discipline during execution
4. Building a Risk register to execute strategic decisions in a company
PHASE 2 : CHANGE & INNOVATION MANAGEMENT
SESSION NAME SESSION CORE OBJECTIVE

By the end of this session participants will be able to

1. learn how to assess an organization's readiness for change and develop a comprehensive change plan. This involves setting clear
objectives, defining strategies, allocating resources, and establishing milestones and metrics to measure progress and success.
CHANGE 2. To develop specific skills to lead change successfully. These may include creating a compelling vision, inspiring and motivating
MANAGEMENT others, facilitating collaboration and teamwork, and demonstrating resilience and adaptability.
3. To understand the importance of identifying and analyzing stakeholders who will be affected by the change. They should learn
strategies to engage and communicate with stakeholders to gain their support and manage resistance.
4. learn about various change management models and frameworks, such as the ADKAR model

By the end of this session participants should be able to

1. learn techniques and methods to foster creativity and generate innovative ideas within their teams. This includes encouraging
INNOVATION &
brainstorming sessions, promoting a supportive environment for sharing ideas, and utilizing tools like mind mapping or design thinking.
CREATIVITY
2. Understand & Implement clear innovation strategy aligned with the organization's goals.
3. how to articulate a compelling vision for innovation, set strategic objectives, and allocate resources to support innovation initiatives.
PHASE 3 : INFLUENTIAL & COMMUNICATION MANAGEMENT
SESSION NAME SESSION CORE OBJECTIVE

By the end of this session participants will be able to

1. Understand the five aspects of emotional intelligence for effective communication and influence. Leaders will be develop self-
awareness, empathy, and the ability to manage their own emotions and understand the emotions of others.
2. Understand how to get to tailor their communication style, build rapport, and navigate challenging situations with sensitivity and
COMMUNICATION
tactics. Understanding the needs and motivations of individuals or groups, building credibility, and using persuasive techniques to gain
& INFLUENCES
buy-in and support for ideas or initiatives.
3. Leaders will learn to be aware of and effectively use nonverbal communication to enhance their message and establish rapport with
others. PEARL method of behavioral demonstration that creates & build stronger relationships, demonstrate empathy, and gather
valuable insights.

By the end of this session participants will be able to

1. learn about the dynamics that influence team performance, such as roles, communication patterns, and interpersonal relationships.
This knowledge helps leaders create cohesive and high-performing teams
2. To develop strong communication skills to foster open and transparent communication within the team. This includes active
TEAM BUILLDING Team Building and listening, providing constructive feedback, and ensuring clarity in conveying expectations and goals. Trust is essential for
&
effective team
COLLABORATION
Collaboration collaboration. Leaders in this workshop learn how to build trust among team members by being reliable, honest, and respectful.
They will
be able to also promote a culture of trust and psychological safety within the team.
3. Conflict is inevitable within teams, this workshop will assist leaders know how to manage and resolve conflicts constructively. Explore
conflict resolution techniques, such as active listening, mediation, and negotiation, to address conflicts and maintain a positive
team environment. Value of diversity in teams and to create an inclusive environment where all team members feel valued and heard.
They will learn how to actively promote diversity, equity, and inclusion to harness the collective strengths and perspectives of the team.
PHASE 4 : PERFORMANCE MONITORING & ACCOUNTABILITY
SESSION NAME SESSION CORE OBJECTIVE

By the end of this session participants will be able to

1. Leaders will be able to develop an robust job descriptions, conducting thorough interviews, and implementing selection processes
that assess candidates' skills, experience, and cultural fit. Participants will be able to learn to identify individual development needs,
TALENT create personalized development plans, and provide opportunities for training, mentoring, and coaching to enhance employee
MANAGEMENT performance and career growth
2. Participants will be able to learn techniques for conducting performance evaluations, recognizing achievements, and addressing
performance issues in a fair and constructive manner. To be able learn to identify high-potential employees, provide them with growth
opportunities, and groom them for future leadership roles to ensure the continuity of critical positions within the organization
3. Participants will be able to learn tools for employee engagement & retention, which includes creating a positive work culture,
promoting work-life balance, recognizing and rewarding employee contributions, and fostering open lines of communication to build
strong relationships with employees.

By the end of this session participants will be able to

1. Leaders will learn to assess the metrics of KPI specific, measurable, achievable, relevant, and time-bound (SMART) to effectively
monitor performance. How to analyze data to derive insights, identify trends, and make informed decisions based on the performance
PERFORMANCE information for development of subordinates
MONITORING & 2. Participants will be able to develop coaching skills to help employees improve their performance and reach their full potential. under
ACCOUNTABILITY the GROW method of performance coaching. Learn to implement how to set clear performance expectations, conducting regular
check-ins, and using evaluation frameworks or rating scales to assess performance fairly.
3. Creating a accountability frameworks, set consequences for underperformance, and develop performance improvement plans to
support employees in achieving their goals and creating a developmental approach to performance
 STAGES DELIVERABLE MANDAYS Tentative Dates

●COMPLETION OF PERSONAL INTERVIEWS

PROJECT ●SCOPE CLARIFICATION
INITIATION ●FINALIZATION OF DETAILED CONTENT
●PROJECT FRAMEWORKING
● CREATION OF CONTENT
PROJECT ● FINALISATION OF SCOPE OF WORK
PLANNING ● CREATION OF CONTENT AND FORMATS FOR MEASURING & MONITORING
● PLANNING & CALENDAR

● PHASE 1 TRAINING DELIVERY OF STRATEGIC LEADERSHIP MANAGEMENT

● COACHING & PROJECT CHECKING & RATING

● PHASE 2 TRAINING DELIVERY OF CHANGE & INNOVATION MANAGEMENT

PROJECT ● COACHING & PROJECT CHECKING & RATING
EXECUTION,
MONITORING
● PHASE 3 TRAINING DELIVERY OF INFLUENTIAL & COMMUNICATION MANAGEMENT
● COACHING & PROJECT CHECKING & RATING

● PHASE 4 TRAINING DELIVERY OF PERFORMANCE MONITORING & ACCOUNTABILITY

● COACHING & PROJECT CHECKING & RATING

● INDIVIDUAL GROWTH REPORT

PROJECT ● REWARDS & RECOGNITION
3 DAY
CLOSE OUT ● ELEVATION AND ENHANCEMENT PROGRAM

PROJECT PLAN