Learning & Employee Behaviours can be engineered · With the Business Objectives, Strategy &...

Information Booklet v4.0 www.mentor.in | © Mentor Learning

of 20

Training & Organization Development

are not like prayer…

Learning & Employee Behaviours can

be engineered

Engineering Behaviour. Delivering Results

Information Booklet v4.0 www.mentor.in | © Mentor Learning of 20

Table of Contents

Table of Contents ............................................................................................................................................................................. 2

Why us… ........................................................................................................................................................................................... 3 Result Oriented Learning Engineering .............................................................................................................................................. 3 Our Clients ........................................................................................................................................................................................ 4 Mentor Offerings… ........................................................................................................................................................................... 5 Learning & Development.................................................................................................................................................................. 6 Organization Development Interventions ...................................................................................................................................... 13 Self-Development Programs ........................................................................................................................................................ 16 Life Skills for Students (LSFS) .......................................................................................................................................................... 18 Mentor Leadership ......................................................................................................................................................................... 20 The Mentor Ecosystem ................................................................................................................................................................... 20 Contact us… .................................................................................................................................................................................... 20


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Mentor Learning, founded in 2002, is a Chennai based Learning & Development services firm offering learning solutions to clients

both in India and across the globe. Over the years, we have created a scientific learning design & delivery engine along with a growing

ecosystem of experts across learning design, content development & service delivery that helps us offer class leading learning &

organization development interventions for our clients and learners.

Our proprietary psychometric assessments, learning design framework, behaviour change measurement process and business impact

measurability helps us offer outstanding value for our clients through Contextualized design & delivery, Seamless & interactive

experiences

Our technological solutions which include a Learning Management System (LMS), Mobile Application etc., create immersive learning

experiences for our learners and provide real-time information to our clients. Any business result that is critically influenced by

behaviour is our area of expertise. We offer end-to-end services and solutions for these business/behaviour areas – from design to

impact measurement

Why us…

At Mentor, we believe in having our skin in the game. Conventional training programs are history. Organizations require a growth-

focused learning service partner who is accountable for results. Our concept of learning is not just knowledge transfer, but enabling

consistent application of new skills as behaviours at work place; leading to measurable impact for the learner and the organization.

Here’s what we believe makes Mentor tick:

• Aligning learning with business outcomes, training is more than just plain vanilla

motivation talk, it needs to enable skilling of employees leading to a positive

impact on business results

• Contextualised content delivery models, designed using a Multi Stimuli

Learning Experience and enabling us to measure efficacy of learning

programs seamlessly

• Innovative learning methodologies & technologies, make the learning

process interactive as well as ensure ease of operations and reporting

• Learning ownership, the learning methodology helps transfer ownership

of learning to the employee

• Tangible RoLI (Return on Learning Investments), you get to see the impact of

your training budget spend (Investment)

We live by our commitment to our clients, “give us your people, we’ll transform your business”

Result Oriented Learning Engineering

Result Oriented Learning Engineering (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh

perspective. R.O.L.E is a process that has evolved over 13 years of in-depth research, live experiments & refinement by Mentor

Learning and continues to surprise us with its potential for higher efficacy & outcomes through

learning.

R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria

Montessori, Robert Gagne & Benjamin Bloom, not just by their seminal works, but through a

creative interpretation & application of their work to the benefit of individuals and organizations.

R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics,

Engineering Process, Psychology & Design to blend the insights into a seamlessly implementable

learning design process.

With the Business Objectives, Strategy & Processes – the key variables of business leadership – not

easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a proven path to translate expectation to

consistent action! The depth of the R.O.L.E derived learning framework for every intervention we do, and our robust process and use

of technology makes implementation, follow-up and reporting a breeze!


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Our Clients

Over the last sixteen years we have worked with a large base of clients… including the logos you see here…

Including

others…

http://www.mentor.in/wp-content/uploads/2015/09/adea.png


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Mentor Offerings…

Mentor’s Learning & Development Services for Organizations aims to cost effective & measurable Learning solutions for organizations, to solve people Capability & Behaviour related business challenges and spans five areas…

• Behavioural Competency Development Programs

• Leadership Development Programs

• Online Self-Development Programs

• Performance Enhancement Projects

• Custom Content Development & Capacity Building

Mentor offers scientific, validated assessments that help

determine which learner needs what kind of learning & targets

learning investments accurately.

Supported by our own Learning Management System and the

iMentor Mobile App learning through multiple stimuli leading to

certifications can be managed seamlessly with minimum effort

involved from organizations…

In short, measurable effectiveness at a

big value for the money invested. Click

here to see the range of learning areas

available. If you don’t find what you

want, talk to us… we’ll design it for you!

Mentor’s Organization Development Services for Organizations aims to cost effective & measurable transformation solutions for organizations, particularly small & medium sized, to solve people related business challenges and spans Six areas…

• Diagnostic Surveys & Reporting

• High Performance Culture Building

• Enhancing Employee Engagement

• Re-engineering Learning & Development

• Talent Alignment through Psychometry

• HR Facilitation for MSME & Start ups

Mentor uses a variety of measurements & processes to bring a strongly quantitative approach to Organization Development interventions that help diagnose & treat the underlying problem effectively. Results are measurable!

Supported by Mentor’s expertise in online survey administration and other data capture mechanisms – depth interviews, workshops, events, focus groups – and the ability to capture distilled insights

make these interventions not only engaging but also enjoyable for the leadership teams.

In short, measurable effectiveness at a big value for the money invested. Click here to see the range of learning areas available. If

you don’t find what you want, talk to us… we’ll design it for you!

Mentor’s Self Development Products Provide flexible, cost effective & measurable Learning solutions for Individuals, to solve Capability & Behaviour related challenges and enable their personal growth and spans three areas…

Multi Stimuli Learning Programs resulting in Certifications from Mentor or a B School, offered as open programs for Individuals (Employees, Students, Professionals) - In class room or through Webinars

Self-Development Product Suite that operates like an Over-The-Counter Drug for solving workplace challenges quickly. These consist of Select the Problem → Take an Assessment → Receive a Report → Go through an e-Learn → Get some Virtual Coaching and eventually help resolve problems.

Executive Coaching for Managers & Leaders who want personal attention and customized inputs to deal with career growth & challenges offered in person or virtually and delivers meaningful transformation, flexibly!

These offerings effectively help plug the long lead times before organizations manage to offer learning support to managers & leaders. It helps that these are bite sized and affordable for individuals.

Supported by our own Learning Management System and the iMentor Mobile App learning through multiple stimuli leading to certifications can be managed seamlessly with minimum effort involved from organizations…

In short, measurable effectiveness at a HUGE value for the money invested. Click here to see the range of learning areas available. If you don’t find what you want, talk to us… we’ll design it for you!

Mentor’s LifeSkills for Students Programs aim to provide flexible, cost effective & measurable Learning solutions for Students & Schools, to solve challenges in their life Skills and enable their holistic development

LifeSkills for Students is an intensive & engaging learning experience that gives the students an opportunity to master the challenging complexities of navigating the real world and grooms them for their future in the work place.

LifeSkills for Students program has evolved from Mentor’s research on ‘traits of Successful Employees’ while training over 100000+ employees over the last two decades resulting in what we identify as Six Critical LifeSkills.

LifeSkills for Students program is delivered In-School by Mentor facilitators. This involves 36 Hours of Interactive Learning for Kids done over 24 weekly 90-Minute sessions with a highly Interactive Methodology that includes Games, Movies, Drills, Skits & plays, Roleplays and Projects.

It uses Personality and Multiple Intelligence Assessments and offers 3 Hours of counselling for parents to help them understand their kids better based on the Reports from the assessments

LifeSkills for Students Program focuses on helping the child (7 – 18 years) to - Improve Self Awareness, Express ideas & Communicate with confidence, engage with others joyfully & work with collaboration, solving problems and take initiatives fearlessly, plan her effort with diligence and attempt to succeed in her goals, manage expectations of themselves & others

In short, readiness for the future for your kids at a HUGE value for the money invested. Click here to see the range of learning areas available. If you don’t find what you want, talk to us… we’ll design it for you!

Learning &

Development

Programs

Organization

Development

Services

Self-

Development

Products

LifeSkills for

Students


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Learning & Development

Mentor understands what it means to deliver business outcomes for every training investment. We have spent years researching how learning experiences can be transformed into measurable outcomes. We use Multi Stimuli Learning Model to engineer specific target behaviours that will ensure and sustain business results. With measurability at all four Kirkpatrick Levels, End to end program management is ensured with diagnostics, design, contextualization & coordinated web enabled delivery management is hallmark of all our programs.

Each course is delivered as a Certification Program involving Pre-Course Work, Classroom, Pre & Post Changes of Skills & Beliefs, Learning Application Project, Webinars & coaching, Measurement of Behaviour Change Using Behaviour Perception Surveys administered through our LMS & Mobile App. The Result Oriented Learning Engineering approach Involves Learner's Managers as coaches & facilitators of learning and transfers complete ownership for learning to the employee & his manager.

Behavioural Competency Development

Code Title Who is this for? What does this do? When is this needed? CR

Time - Hours

Time in

Weeks

Our Clients who have tried this Satisfactorily!

CDP-01

Campus to

Corporate

Fresh hires in an organization who are just out of college education or final year students studying in institutions

Familiarizes & builds all the basic behavioural competencies required for the workplace such as Writing, Conversations, Team Working & Time Management and enables fresh hires to integrate faster & effectively into the organization culture and reduces time to productive performance.

When hiring on a large scale and need to monitor quality of workforce or need shorter time to productive performance from new hires.

48 12

Accenture Services Private Limited, Tata Communication Transformation Services, Knolskape, Jones Lang Lasalle

CDP-02

Spoken Right

Individual Contributors in Organizations - in any function or industry

Builds Verbal Communication Skills using behaviour analysis techniques & enhances productivity in Meetings & Conference calls

Customer perception on workforce is poor, longer cycle times due to interpersonal conflicts or poor communication.

16 14

Delhi International Airport, Cognizant Technology Solutions, Virtusa India, Accenture Services Private Limited, Satyam Computer Services, Logica India, Deloitte Consulting, Mentor Graphics, GMR

CDP-03

Written Right


helps in improving professionalism and objectivity while writing emails to both internal & external clients using a proven framework called TOCSE

Customer perception on workforce is poor, longer cycle times due to interpersonal conflicts or poor communication.

16 14

Cognizant Technology Solutions, GMR Infrastructure Limited, Delhi International Airport, Deloitte Consulting, Flextronics Software, Virtusa India Private Limited

CDP-04

Joining Together


helps improve Team Working skills by habituating people to critical interaction skills & attitudes and enhances productivity of Individual Contributors

Lower productivity or longer cycle times due to poor coordination among teams.

16 14 Accenture Services Private Limited

CDP-05

First things First


helps improve Planning & Prioritizing skills using the Time Mastery Framework and enhances productivity of Individual Contributors

Lower productivity or longer cycle times due to poor prioritization

16 14

Accenture Services Private Limited, Technicolor India Private Limited

CDP-06

ProComm Gym

Individual Contributors in Organizations - particularly in IT or ITES Organizations who need to interface regularly with customers

is 60 hours in 30 x 2-hour communication gym with structured workouts for improving verbal & written communication skills. Measures & indexes Communication Competency tangibly using the ProComm Index

Customer complaints are high, escalations are frequent, and employees are struggling to cope with communication environments with customers.

16 14 Tata Communication Transformation Services


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Code Title Who is this for? What does this do? When is this needed?

CR Time

in Hours

Time in

Weeks

Our Clients who have tried this

Satisfactorily!

CDP-07

Enriching Customer

Experience

Individual Contributors in Organizations in Customer Service Roles

helps customer service people build critical interaction, planning & analytical skills needed for managing customer service scenarios and achieve better customer satisfaction

Customer complaints are high, escalations are frequent and employees are struggling to cope with communication environments with customers.

16 14

CavinKare, Flextronics Software, HCL Technologies Limited

CDP-08

Winning in Sales

Individual Contributors in Organizations in Sales Roles -

B2B Selling Environments

helps sales people build Prospecting, Investigating, Account Navigation & Closing Skills in order to understand & improve their sales effectiveness. Uses Behaviour measurement techniques, Drills, Analysis & Tracking tools to measurably improve skills and correlate to Sales Success

When the Sales team is new and requires push to become productive, sales performance is low and struggling to achieve targets, realizations are low or cycle times are getting longer

16 14

Bharat Overseas Bank, CavinKare, Sanmar Founderies Limited, MARG Properties, Spectris Technologies Private Limted, Great Wholesale Club Limited, Sanmar Engineering

CDP-09

Managing Sales

Channels

Individual Contributors in Organizations in Sales Roles - Channel Selling Environments

helps channel sales people build Planning, Interaction, Merchandising & Analysis skills to deliver consistent sales results. Uses Behaviour measurement techniques, Drills, Analysis & Tracking tools to measurably improve skills and correlate to Sales Success

When the Sales team is new and requires push to become productive, sales performance is low and struggling to achieve targets, realizations are low or cycle times are getting longer

16 14

CDP-10

Discoveree!

Individual Contributors in Organizations - in any function

or industry

An Adventure in Attitudes – helps employees enhance self-awareness through structured Process Work, Small Group Activities & Exercises and improves Motivation, Purposefulness, hence productivity

When the morale is low in teams, conflicts run high and collaboration is low.

16 14

Cognizant Technology Solutions, Pioneer Wincon Private Limited

CDP-11

Break Free!


or industry

Establishes Creativity as a Process – helps break the myth that creativity is about talent and not everyone can have it. Built on Roger Von Aech's methods and principles, helps measurably identify strengths in the creative process & orientation of an individual and acquire relevant targeted skills to enhance creative output, ideas & their implementation.

When there is a need to push up suggestions or new ideas at workplace, want people to take ownership to outcomes and enhance free thinking & ideation in role holders.

16 14 Deepak Fertilizers Petrochemical Ltd

CDP-12

Zen & the Art of

Problem Solving –

Line Managers in

Organizations - in any function

or industry

Uses a proprietory framework that helps managers in driving a culture of Sustainable Problem Solving in their environments.

When there are too many fixes happening and problems recur, crisis management starts dominating work environment, absence of excellence orientation in the organization

16 14 RBS Business Services Private Limited

CDP-13

Bull’s Eye –


or industry

Uses the Define-Analyze-Refine-Evolve Actions DARE model to develop Problem Solving Skills for Individual contributors

When there are too many fixes happening and problems recur, crisis management starts dominating work environment, absence of excellence orientation in the organization

16 14

Deepak Fertilizers Petrochemical Ltd, RBS Business Services Private Limited


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Code Title Who is this for? What does this do? When is this needed? CR Time

in Hours

Time in

Weeks


Satisfactorily!

CDP

-14

Achieving

Life Balance

–

First & Second

Line Managers

in Organizations

- in any function

or industry

Uses Dr Olsen's Stress-Coping

Resource - Satisfaction Model,

a well-researched method for

measuring & managing Stress

by building specific Coping

Resources. Uses measurable

ways of building coping

resources as well as

monitoring stress &

satisfaction levels

continuously.

When the morale is low in

teams, conflicts run high and

collaboration is low. Too

many errors happen too

frequently. Signs of attrition

owing to stress.

16 14

Tata Communication

Transformation

Services, Accenture

Services Private

Limited, Flextronics

Software, Logica

India Private

Limited, Computer

Science Corporation

CDP

-15

Writing for

Results –

First & Second

Line Managers

in Organizations

- in any function

or industry

helps managers achieve

business objectives through

writing effective emails,

reports & documents

Cycle times are getting longer,

Customer complaints are high

or Conflicts are springing up

internally due to

miscommunication or

misunderstanding

16 14 Computer Services

Corporation

CDP

-16 Present IT –

First & Second

Line Managers

in Organizations

- in any function

or industry

helps managers deliver

professional & impactful

presentations using emotional

& verbal behaviour analysis

techniques

Customer perceptions of

professionalism are low of the

managers or employees,

when decisions are taking too

long with customers or

internal decisions are

hampered owing to poor

presentation of ideas &

proposals

16 14 Juniper Networks,

Saint Gobain

CDP

-17

Managing

Performance

through

Projects –

First & Second

Line Managers

in Organizations

- in any function

or industry

helps managers integrate

Project Management &

Performance Management by

Identifying Project aligned to

Performance & Successfully

execute them.

When there is too much crisis

management, inadequate

proactive tendencies in

managers, long term planning

& readiness is absent or low

excellence orientation.

24 20

Delhi International

Airport, Deepak

Fertilizers

Petrochemical

Limited, RBS

Business Services,

CavinKare ,Carrefour

WC and C India,

Accenture Services

CDP

-18 Money Wise

First & Second

Line Managers

in Organizations

- in any function

or industry

enhances ability of Managers

to understand financial

metrics better and link daily

workplace behaviours to

financial outcomes. Helps

devise strategies for achieving

financial objectives by

modifying team behaviours.

When managers are too

activity focused and can't

seem to control financial

objectives or outcomes.

16 14 Scope International

CDP

-19

Improving

Managerial

Effectiveness

First & Second

Line Managers

in Organizations

- in any function

or industry

Develops capability in

Managers to

Manage Self, Manage Others,

Manage Performance

Low productivity or

engagement, high attrition,

longer cycle times, too many

conflicts.

24 20

MRF, Nuziveedu,

ITC, Accenture

Services


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Code

Title Who is this for? What does this do? When is this needed?

Classroom

Time - Hours

Calendar

Time - Weeks


Satisfactorily!

CDP-20

Win-Win Negotiating –

First & Second Line Managers in Organizations - in any function or industry

helps understand, strategize & execute negotiations effectively. Uses researched methods for Preparation & Planning, Strategies & Tactics, Negotiation Behaviours and builds measurable skills that link to outcomes.

Sales or Supply chain teams are realizing low value or savings, decisions are taking too long, implementation failures on vendor or customer commitments get high

24 20 Johnson and Johnson, Caterpillar India

CDP-21

Coaching for Sales Success –


enables sales managers and leaders to enhance sales success through coaching using the GROW & Behaviour Analysis Models

Sales performance is unpredictable, of poor quality and there is no pipeline of talent for succession or expansion

24 20 FIS

CDP-22

Communication Edge –


helps manage communication in interactions using scientific understanding of human behaviour

When managers are too factual, struggle to be sensitive to people and cause a lot of conflicts and hence low engagement or attrition.

24 20

Deepak Fertilizers and Chemicals Private Limited, ITC Limited

CDP-23

Building High Performance Teams


Using models like TrAP & Belbin Team Roles enables managers to align employees to right roles and coach them effectively to performance

When teams are getting confused, go haywire on priorities and engagement levels are low, morale is affected

16 14 Ultratech Cement, Aditya Birla Management

CDP-24

Coaching for Performance


Builds skills in managers to create coaching environments in daily work situations using GROW & 7 Step Feedback Processes.

Team performance is unpredictable, of poor quality and there is no pipeline of talent for succession or expansion


CDP-25

Managing Conflicts


Uses the KrayBill Conflict Inventory to help managers understand & categorize their approach to conflicts. Builds skills in conflict management and habituates them to success behaviours in a measurable way.

When managers are too factual, struggle to be sensitive to people and cause a lot of conflicts and hence low engagement or attrition.

16 14 Aditya Birla Management

CDP-26

Pit stops to Peak Performance


Using popular mythology characters Arjuna & Krishna and a script of Performance Gita, this enhances understanding of Performance Management and helps deploy it in practice

When performance appraisals get too subjective leading to too many grievances & dissatisfactions, the quality of employee decisions - promotions & increments - is poor.


CDP-27

Result Oriented Learning Engineering


enhances sensitivity & design capability of leaders and helps leverage learning for business outcomes

When managers are too dependent on support functions for people development and not able to leverage at work opportunities for developing people.

64 30 CDP-20


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Code Title Who is this for? What does this do?

Classroom Time - Hours

Calendar Time - Weeks


CDP-

28

Train-The-

Trainer –

First & Second

Line Managers

in

Organizations -

in any function

or industry

helps build Facilitation

Skills in leaders

When Managers are

unable to make the

most of meetings,

conferences and

struggle to be impactful

in facilitation, employee

perception of manager

credibility is low.

16 14

CavinKare, People Craft,

Alcatel Lucent, Genpact

Infrastructure,

Sutherland

CDP-

29

Sales

Management

–

First & Second

Line Managers

in Sales B2B - in

any function or

industry

helps managers enhance

their team sales

productivity

Sales performance is

unpredictable, of poor

quality and there is no

pipeline of talent for

succession or expansion

24 20 CavinKare

CDP-

30

Collaborating

for Results –

First & Second

Line Managers

in Support

Functions - in

Services

Businesses

improves Consulting skills

for Support Function

Managers

When support

functions - Quality, HR,

Training, etc - are

ineffective or unable to

align with business, or

cannot perform in a

measurable way.

24 20 RBS Business Services

Pvt Ltd

CDP-

31

Leading

people to

Performance

Second Line

Managers &

Leaders in

Organizations -

in any function

or industry

Develops Capability in

Managers to enhance

Self Awareness, Adapt

Leadership Styles, Align

people to roles, Develop a

performance Culture

Team performance is

unpredictable, of poor

quality and there is no

pipeline of talent for

succession or expansion

24 20 Deloitte, Accenture


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Leadership Development Programs


Class room Time - Hours



MLD-01

Compass–

Manager’s

School

Medium to

Large

Organizations,

particularly

Services

Businesses

Develops Skills and

habituates first line

managers (current or

potential) to a target set

of behaviours across -

People Management,

Customer Management

&

Execution Management.

There is a need to develop

a pipeline of First Line

Managers from Individual

Contributors or

build competencies in

existing FLMs

to enhance productivity,

stem attrition, increase

employee & customer

engagement.

Want to expand

operations at a brisk pace.

64 40

Cognizant Technology

Solution, HCL

Technologies Limited,

Accenture Services,

Ramco Systems,

Foster Wheeler,

Pioneer Wincon,

Logica India, IHG IT

Services, SPAN

Outsourcing,

Flextronics Software,

Alcatel, Bharti Airtel

MLD-02

Winning

Through

People

Medium to

Large

Organizations

across

industry

verticals

Develops Skills and

habituates managers to

a target set of

behaviours across -

Conflict Management

Coaching for

Performance

Building High

Performance teams

Performance

Management


a pipeline of Second line

Managers from First Line

Managers or build

competencies in existing

SLMs to enhance

productivity, stem

attrition, increase

employee & customer

engagement. Want to

expand operations at a

brisk pace.

32 40

Bharti Airtel, Ultratech

Cement, Mahindra

Holidays, HCL

Technologies Limited,

Wipro

MLD-03

Driving

Execution

Excellence

Medium to

Large

Organizations

across

industry

verticals

Develops Skills and


a target set of

behaviours across -

People Excellence

Process Excellence

Value Excellence

Execution Excellence


line managers into

business leaders, EAGLEs

helps offer a rigorous

Crash MBA program at

work.

64 50 Carborundum

Universal

MLD-04

Emerging&

Growing

Leaders

Medium to

Large

Organizations

in

Manufacturing

or Process

Industries

Develops Skills and


a target set of

behaviours across -

Managing Self, Others,

Performance & Culture

Managing Customers,

Negotiations & building

Business

Understanding Strategy,

Planning, Finance &

Execution


a pipeline of First Line

Managers from Individual

Contributors or build

competencies in existing

FLMs to enhance

productivity, stem

attrition, increase

employee & customer

engagement. Want to

expand operations at a

brisk pace.

96 50

Genpact India,

Accenture Services

Private Limited, Logica


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Performance Enhancement through Learning Projects – PELP

Code Title Who is this

for? What does this do? When is this needed?



Satisfactorily!

PELP-

01

Building &

Operationalizing a

Mentoring System to

help manage attrition

& employee

engagement.

Medium to

Large

Organizations

Builds & Operationalizes a

Mentoring System

involving senior managers

of the organization, run it

effectively in a measurable

way to help manage

attrition & employee

engagement.

When there is low

engagement, or high attrition

in younger, entry level

employees in an organization,

particularly remote

manufacturing environments

24 Sesa Goa Ltd

PELP-

02

Designing Education

Programs & Building

Internal Delivery

Capacity to drive

transformation

agenda such as

Business Excellence,

TPM, TQM, ISO, etc.

Medium to

Large

Organizations

Design Education

Programs & Building

Internal Delivery Capacity

to drive transformation

agenda such as Business

Excellence, TPM, TQM,

ISO, etc.

When driving particular change

objective or introducing new

methods or culture in

organization and want it to be

driven bottom up, achieve

employee involvement in the

initiative.

24 GMR Group

PELP-

03

Specific Performance

Enhancement

Initiatives

Any sized

Organizations

Manage Performance

Problems or Enable

Achievement of Specific

Business Objectives such

as

Sales Conversion, Quality,

Productivity, Attrition, etc -

through Design & Delivery

of Multi Stimuli Model

Learning Interventions and

creating measurable

effectiveness.

When going through specific

performance concerns or

driving particular change

objective

24-48 MARG Properties

PELP-

04

Cranking the

Flywheel!

Medium to

Large

Organizations

Creating a culture of

Innovation through a

series of events, activities

& learning programs.

When there is an organization

thrust needed for increasing

idea generation, suggestions

and create a culture of

innovation

30-45 Yet to try on a scale


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Organization Development Interventions

Mentor assists in planning, strategizing and implementation of Organization Development (OD) Interventions that increase the

organization's effectiveness and viability. We help to bring in the desired kind of change and better results. Here are some of them…

Diagnostics & Reporting

Code Title Who is this for? What does this do? When is this needed? Calendar

Time - Weeks


DT-01

Employee Engagement Analysis

Mid or Small sized Organizations experiencing high attrition, lower productivity

Using a 12 Question online survey, measures the engagement levels of employees and uses the data to identify various competency gaps in managers as well as possible issues & concerns in the work culture. Leads to objective identification of needs.

When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case.

4 Cavinkare, Tata Communications, Indo National

DT-02

Learning Climate Survey

Large of Medium sized Organizations who are wondering if they must change the way they administer learning

Using a 24 Question online survey, measures learning environment in the perception of employees and uses the data to identify various gaps in process as well as possible issues & concerns in the work culture. Leads to changing the way learning is administered in organizations.

Learning programs are not seeing interest, people drop out of training, there is not measurability, employees are complaining of lack of opportunities to learn, etc

4 Cavinkare, Tata Communications

DT-03

Professional Competency Indexing - 360 Degrees

Any sized Organizations experiencing high attrition, lower productivity and other issues of culture or performance

Using a 30 item management competency descriptors, this gathers perspectives from Supervisor, Peers, Reportees & Self and generates a professional competency index for individuals

When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case. This will provide clear directions as to who needs training, particularly among managers and in what. can be correlated effectively with Employee Engagement Data

4 Genpact India Private Limited

DT-04

Competency Perception Assessment by Manager

Any sized Organization that is struggling to identify Learning Needs Objectively and run measurably effective learning programs. They may also be experiencing high attrition, lower productivity and other issues of culture or performance

Using a 24-30 item set of situation based questions on management competency descriptors, this gathers perspectives from Supervisor on factual display of behaviour and creates accurate assessment of competencies. Available for Individual contributors, First lIne managers & Second Line Managers


4 Yet to try on scale

DT-05

Cognitive Competency Assessment by Learner

Any sized Organization that is struggling to identify Learning Needs Objectively and run measurably effective learning programs. They may also be experiencing high attrition, lower productivity and other issues of culture or performance

Using a 24-30 item set of situation based questions on management competency descriptors, this is administered to a potential learner and creates accurate assessment of competencies. Available for Individual contributors, First lIne managers & Second Line Managers


4 Almost all our clients


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Time - Weeks


DT-06

High

Performance

Culture Audit

Mid or Small

sized

Organizations

Using a 30-item set of situation-

based questions on workplace

behaviours, this is administered to

all members in the team across

levels and creates accurate

assessment of Culture.

They are experiencing

high attrition, lower

productivity or other

specific performance

issues while the market

or competition seems to

be doing well

4 Indo National

DT-07 Collaboration

Climate Audit

Leadership

teams, Cross

functional

Groups,

Natural teams

in any sized

organization.

Using a 30-item set of situation-

based questions on workplace

behaviours, this is administered to

all members in the team across

levels and creates accurate

assessment of Collaboration

tendencies present in the team.

When teams are

struggling to bond or

facing significant

interpersonal conflicts,

or a new leader is trying

to settle in, etc.

4 Yet to try on Scale

DT-08

Profitability

Sustainability

Assessment -

Leadership

Survey

Leadership

Teams or

Leaders who

want to make

a structured

assessment of

issues & find

causes

objectively.

Using a 78-item set of indicators,

this is administered to leadership

team members in the organization

across levels and creates accurate

assessment of factors that lead to

profitability & sustainability

throughout the value chain of

activities in any organization.

when they face

problems with their

profitability or

sustainability in their

business, this helps


DT-09 Sales Culture

Audit

Mid-sized or

Large Sales

Teams

Using a 30-item set of situation

based questions on Sales

behaviours & Practices, this is

administered to all members in the

team across levels and creates

accurate assessment of Sales

Competencies as well as Sales

Management approaches present

in a team.

They are experiencing

high attrition, lower

productivity or other

specific performance

issues while the market

or competition seems to

be doing well



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Organization Development Interventions


Time - Weeks

Our Clients who have tried

this Satisfactorily!

ODI-01

Collaborating to Win – is a Team Bonding exercise using Psychometry & Structured facilitation

Any sized Organization

Brings together a team of cross functional leaders or a natural team through a series of experiences, psychometric profiling of their personalities using a scientific framework, that help them reflect about the way they collaborate and find new ways to enhance their working together as well as bond better as a team. Creates new energy in the team. It paves way for the leader to pursue new agendas, drive change.

Cross Functional Teams or Natural Teams across Levels in any organization that are going through significant interpersonal conflicts or hoping to change gears in their performance or have a new leader who is trying to "settle in"

24

Carborundum Universal, MARG Properties

ODI-02

Enhancing Employee Engagement

Any sized Organization

Measurement of Employee Engagement, Analysis of Data and Recommendations for Interventions required.

Low morale, unpredictable performance, high attrition, low productivity

30 Pioneer Wincon, CavinKare

ODI-04

Re-Engineering Learning & Development Function

Medium to Large organization

Mapping of Existing Process, Structure & Practices in L&D, Recommendations for changes in Process, Structure & Practices to drive learning engineering

Learning culture is poor, learning is not measurably done, engagement levels or talent pipelines are poor

24-48 Madura Micro Finance

ODI-04

Re-Engineering Learning & Development Function


Mapping of Existing Process, Structure & Practices in L&D, Recommendations for changes in Process, Structure & Practices to drive learning engineering

Learning culture is poor, learning is not measurably done, engagement levels or talent pipelines are poor

24-48 Madura Micro Finance

ODI-05

Role Task Competency Analysis


Building PMS aligned Job Descriptions with the complete involvement of managers and Creating a database usable for Hiring, Learning Need Analysis, Performance Reviews & Role Clarity Conversations.

Role Clarity is low, unclear linkages between role expectations and performance appraisals

12-20 Sterlite Industries (India) Ltd

ODI-06

ProSus Diagnostics


Using a 9-Dimension, 78 – Parameter Model to Assess organizational readiness for Profitability & Sustainability and make recommendations for improvement in Process, Culture & Capability.

Low on profitability or sustainability in results

4 Indo National, ITC Foods

ODI-07

iMentor Talent Alignment


Uses Psychometric Tools to help organizations assess & align its people with the roles they perform in Attitude & Behaviour Orientation dimensions.

There is a need to align people to right roles to enhance performance and reduce role-person conflicts

4 Mobius Knowledge Services

ODI-08

Driving Execution Excellence

Frontline & Middle Managers in any operations, particularly Process /Manufacturing Industries.

When we provide structured & systematic inputs to a group of managers using multiple stimuli on four critical competencies -Prioritizing & Time Mastery, Approach to Problem Solving ,Monitoring & Reviewing of Projects, Effective & timely feedback to stakeholders there is a definite improvement in the execution quality and the overall system gravitates towards excellence.

When there is a strong need for Reduction in cycle times & rework Increase in Productivity, Quality Better Talent development, Enhanced predictability in performance, More tangible Process improvements

30 Carborundum Universal

ODI-09

Visioning Facilitation

Any sized Facilitate the leadership team to identify opportunities for improving efficiencies or new products

Organization looking to shift gears, scale their business or look for expansion/diversification

4 Indo National


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Self-Development Programs

Large mass of millennials is getting added to the workforce. Their orientation to learning is quite different. Digital era & technological

innovations disrupt the learning stream, skills development and competency development which can help the individual drift strongly along

the tide.

Individual & Industry wants to scale learning, make it cost-effective, shorter and relevant to business. There is a need to transfer ownership

and accountability for learning to the individual. We provide various corporate trainings to up-skill and upgrade the individual in emerging

Our training programs are formulated to bridge this gap with a proactive approach nurturing customized learning strategies appropriate

for a professional individual.

With Mentor’s Self Development Programs, you can complete an online assessment, receive a scientific report that can help raise your self

-awareness and action plan on critical behaviour changes you can attempt to be more successful in your area of challenge. Further you can

also Seek to understand your situation through an eLearn & a quiz or spend time virtually with a coach to get advice on improving yourself.

This is available to individuals or to organizations


SDP-01

iMentor Personal Behaviour Profile

Individual Employee or Manager at any level

Helps identify personal behaviour drives and enhances understanding of why you behave the way you do and how others perceive you.

When you feel unclear about why you are not accepted by others or your performance is not meeting expectations. When you feel stressed in relationships or end up in too many conflicts with others.

SDP-02

iMentor Relationship Building


Helps identify personal behaviour drives of another person and enhances understanding of why he behaves the way he does.

When you are struggling to understand another person - spouse, child, boss, team member or peer - and you want to be more effective or influence the person better to achieve some outcomes

SDP-03

iMentor Role Compatibility


Helps identify how your personal behaviour drives compare with a particular role and enhances understanding of what kind of difficulties or comfort you might experience in that role.

When you feel stressed in a role and are underperforming... or you are unclear about the path you must take in your career that makes you perform optimally

SDP-04

iMentor Performance Management

Individual Manager at any level

Helps diagnose the nature of a performance problem situation, identify the causes and helps you identify a suitable leadership style & actions required for that situation. Provides guidance on your natural leadership style and areas for improvement as well.

When you are unable to get performance out of an individual team member and you want to diagnose and correct your approach to dealing with the situation

SDP-05

Personal Listening Effectiveness


Helps identify personal listening approaches, their intensity levels and enhances understanding of why you listen the way you do and how others perceive you.

When you feel less trusted by others or poor relationships with others and sense that it may be due to the way you listen

SDP-06

Coping with Stress


Helps identify the level of Stress, Satisfaction & Coping Resources you have in Work, Personal or Family environments and enhances understanding of why you feel the way you do and how others perceive you.

When you are struggling to cope with stress at work or in personal life and want to understand what is causing it, as well as take actions to improve your ability to cope

SDP-07

Writing for Results


Helps identify your behaviours while writing using the TOCSE Framework, enhance your understanding of why you are seen as effective or ineffective and make specific action plans.

When you get repeated feedback about the way you write emails or documents on the need for you to improve or be effective and you want to diagnose why

SDP-08

Influencing Others


Helps identify your behaviours while influencing others using the Verbal Behaviour Analysis Framework, enhance your understanding of why you are seen as effective or ineffective and make specific action plans.

When you are not able to get your way in conversations with team members, boss, peers or family and you want to understand why & improve


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Code Title Who is this

for? What does this do? When is this needed?

SDP-09

Personal

Creativity

Profiling

Individual

Employee or

Manager at

any level

Helps identify personal approach to creativity &

innovation and enhances understanding of why you

behave the way you do and how others perceive you.

When you are advised to be more creative and

you wonder why you don't get enough ideas &

implement

SDP-10 Sales

Discoveree

Individual

Employee or

Manager at

any level

Helps identify your approach to sales transactions,

behaviours you use there and enhances

understanding of why you behave the way you do

and how others perceive you.

When your sales performance is not

satisfactory, and you want to understand how

you are performing, diagnose issues & improve

SDP-12 Account

Management

Individual

Employee or

Manager at

any level

Helps identify personal behaviours in navigating

decisions with clients and enhances understanding

of why you behave the way you do and how others

perceive you.

When you struggle to navigate decision

making in client organizations and want to

understand why

SDP-13

Customer

Service

Profile

Individual

Employee or

Manager at

any level

Helps identify your behaviour tendencies while

interacting with customers and enhances



When you receive more complaints or poor

customer ratings and want to diagnose &

improve

SDP-13

Customer

Service

Profile

Individual

Employee or

Manager at

any level

Helps identify your behaviour tendencies while

interacting with customers and enhances



When you receive more complaints or poor

customer ratings and want to diagnose &

improve

SDP-14 Time

Mastery

Individual

Employee or

Manager at

any level

Helps identify personal behaviours at work or life

in twelve dimensions of time management and

enhances understanding of why you behave the

way you do and how others perceive you.

When you are short of time, end up in too

many crises, unable to deal with priorities

and want to diagnose & improve

SDP-15 Execution

Excellence

Individual

Manager at

any level

Helps identify TEN critical behaviours that

promote execution excellence and enhances






SDP-16 Problem

Solving

Individual

Employee or

Manager at

any level

Helps identify your approach to problem solving

using the DARE framework and enhances







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Life Skills for Students (LSFS)

Life skills have been defined by the World Health Organization as “abilities for adaptive and positive behaviour that enable individuals to

deal effectively with the demands and challenges of everyday life”. No wonder, Life skills have become a buzz word in education, since

eventually they are the focus across industries around the world.

There are several educational frameworks that Schools are trying to use to address life skills & create a comprehensive curriculum. However,

no one framework is completely comprehensive and, of course, no two class/teacher/student are identical. School systems have historically

focused on the more vocational requirements such as numerical, verbal, analytical abilities along with some co- curricular environments

that aid character development. With competition only growing with time, the tendency is to focus more on the harder aspects and let go

of the softer, but more impactful skills.

These gaps are not addressable when students complete their formative schooling years and transition to college. The effort required is

intensive and the students have become hard to shape & change now. This is best done in the school years. Helping students to gain life

skills therefore need not be about developing a new curriculum, but it’s more about reprioritizing their time, structuring and incorporating

opportunities for students to develop life skills in an engaging way as part of their current curriculum.

So, what CAN we to do about it? Each of our experience clearly indicates that children, besides their vocational requirements, should be equipped with other critical abilities

that allow them to succeed in and contribute to the society they live in. We broadly call such traits as LifeSkills and let our children swim

through the life seas and learn them on their own.

At Mentor, over the last sixteen years, working with 120000+ employees in their learning & development across various industries &

organizations, we realized a couple of significant insights...

1. there are Six Critical Life Skills that successful people seem to be banking on & leveraging as a mean to their success besides their

domain expertise – Self Awareness, Effective Communication, Collaborating for Results, Creative Leadership, Taking Responsibility,

Life Balance

2. These ‘seemingly’ adult skills are actually best learnt in younger years, systematically by engaging in environments & opportunities,

that don’t require long hours but just focus.

Keeping the above insights in mind, Mentor has created the Life Skills for Students as a 24 Weeks In-School Program with 90 minutes

each week in their Class Room. The Program is delivered at the school premises by Mentor’s Facilitators. This includes…

• Customised classroom time with Interactive Learning for Kids

• Personality and Multiple Intelligence Assessments for each child

• Exclusive counselling for parents in groups based on Psychometric Data & Class Room Observations

The Program Focus Self—Awareness

• Reflection and Enquiry

• Observation - How others see you

• Strengths and Limitations

• Understanding Emotions

Collaboration

• Dealing with differences

• Seeking and Giving feedback

• Seeking and Offering help

• Working together

• Understanding trust

Taking Responsibility

• Ownership & Accountability

• Fear of Failure – Deal with it!

• Proactivity, as a habit

• My life is My business

Effective Communication

• Articulating what you feel

• Making conversations

• Listening with your heart

• Presentations with joy

• Writing effectively, with ease

Creative Leadership

• Creativity as a process

• Innovation as a problem-solving path

• Persuasion – learn to influence

Life Balance

• Discipline – Driver of success

• Planning – making it easy

• Dealing with emotions

• Power of Practice


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Life Skills for Students - Learning Objectives

• Life Skills for Students has been designed differently for the three age-groups, since they deal with different life cycle

challenges & requirements. Here is a summary of the learning objectives for each age-group

Stephen Covey once said, “Today’s young people, our children, stand at the crossroads of two great paths. One is the broader, well-travelled path that leads to mediocrity of mind and character. The other is a narrower ‘less travelled’ uphill path leading to limitless human possibilities - and the hope of the world. EVERY child can walk this latter path, if shown the way”.

After the Life Skills for Students Program your Child should be able to…

Juniors (7 – 12 years) Seniors (13-15 years) Young Adults (16-18 years)

Every child is faced with unique obstacles and

possibilities throughout his or her life. What

makes someone a leader is how they manage

them and leverage those experiences to

positively influence others.

Social and emotional skills, sometimes called

“soft skills” are as important as cognitive skills

in determining success in school, work and

life. These skills are developed during

children’s earliest years.

Learning to play with others develops

language skills and improved teamwork;

making up games and rules develops

negotiation skills; learning to follow rules

develops ethics; and early exploration

develops creating thinking and problem

solving, the ability to communicate, get along

with others, control emotions, self- motivate,

think creatively and solve problems.

Imagine an educational system in

which the three pillars of Reading,

Writing, and Arithmetic would no

longer be sufficient for students to

survive in real life and compete.

That time has arrived. Once a

student attains above minimum

proficiency, these basics are being

pushed aside for skills such as

technology, life skills, global

awareness, and economic savvy.

Students need to be able to

graduate with above minimum

academic capability along with

personal character, social

responsibility, and other life skills.

Not all children learn life balance

and responsibility at their homes,

so imparting this capability has in

fact become essential.

It’s easy to feel overwhelmed by the problems

facing our global community. At this moment

youth, like your child, from all over the world are

contemplating their futures with a mix of

excitement and skepticism, pondering what role

they can have in building the world they want to

live in.

Young people are already making powerful

contributions to their communities and, through

participation in this program, no matter your

child’s current level of engagement, she can

increase her ability to grow as a responsible

individual and contribute to the society to the

fullest.

To prepare young people to create positive

change, this innovative program integrates two

foundational components: exploration of socially

responsible leadership, and development of a

meaningful personality.

• Be more aware of her actions & feelings and not hesitate to talk about them

• Articulate thoughts clearly... verbally and in writing

• Experience greater empathy and enjoy working in groups.

• Be more comfortable in taking initiatives or trying out new things

• Show more self-discipline and ownership in doing their activities

• Take responsibility for their actions and be more sensitive to timeliness

• Become more aware of self and recognize his strengths and weaknesses

• Improve their ability to converse in small and large groups as well as write more effectively.

• Foster better relationships with their peers, seniors and teachers.

• Attempt to try things without hesitation and greater planning

• Embrace a growth mind-set that values hard work and resilience.

• Manage their activities with more care and purposefulness.

• Understand their personality & capabilities, make clear & informed choices leading to happiness & professional success

• Articulate thoughts clearly, express ideas with confidence & clarity verbally & while writing with individuals or groups.

• Engage with others joyfully to achieve specific goals without hesitation.

• Appreciate their own uniqueness, consider options in a creative way while solving problems and take initiatives fearlessly.

• Be focused in their objectives, plan their effort with diligence and attempt to succeed in their goals

• Show maturity in dealing with failures or managing expectations of themselves & others


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Mentor Leadership

Desikamani Gopaladesikan (Mani), Founder & CEO Mani, graduated as a metallurgist from National Institute of Technology, Jamshedpur. Having worked

closely with different metals and their compositions, it was only natural for him to transition into

identifying human compositions and pursues passionately his research in Result Oriented Learning

Engineering.

With more than a decade of experience in organizations like Widia, Advani Oerlikon, Carborundum

Universal & NIS Sparta, to name a few, Mani also teaches as adjunct professor at School of Inspired

Leadership- Gurgaon & Great Lakes Institute- Chennai.

He has had the privilege of transforming thousands of individuals through his training skills in

leadership and behaviour management and has helped develop human capital in over 150

organizations. He is a specialist in helping organizations create a Vision for themselves, build Strategic

Design thinking among senior leaders and Executive Coaching.

Sivasankar Ramalingam (Siva), COO Siva is a seasoned Human Resources Leader with over two decades of diversified experience. He pursued a graduation in Science, who

is also a product of Madras School of Social Work (MSSW), specializing in PM & IR. Further polished by

“Leadership Excellence” at Indian School of Business (ISB), Hyderabad.

Siva’s exposure includes diversified industries such as Services, Manufacturing, IT services, Consulting,

Software product development, Telecom & BPM. He was a Head of Human Resources function in Indian

& Global Organizations. He was part of the Global Leadership Team in Conglomerate Companies.

Siva is known for his Leadership Skills, Change Management Projects, Organizational Development

Programs, Leadership Identification, Assessment & Development Programs, Coaching, Mentoring and

Training Skills He operates with a motto of SEED (Stimulating to Enlighten, Enrich & Develop).

The Mentor Ecosystem

Mentor’s biggest pillar of strength in delivering high quality result-oriented services is its Ecosystem. With over 60 people & firms, it

consists of a wide variety of Organization Development Consultants, learning facilitators who help in delivering projects along with

Learning Designers & Content developers, Technology Vendors and Academicians who support in Research & New product development.

We invest significantly in recruiting, inducting, training & engaging this ecosystem systematically & proactively.

Mentor Organization works with the ecosystem partners using scientific processes, certification mechanisms and technology enablement

to ensure that our Customers always get the best experiences & outcomes in a Reliable & Predictable manner.

Contact us…

If you see us playing a role in dealing with your business challenges, delivering services or even help you reflect & introspect, don’t

hesitate to reach us in any of the following ways…

• Call us at 044-42334202

• Visit our website www.mentor.in and fill out your requirements

• Speak to our leaders at +91 9500028611 or +91 9940155950

• Write an email to [email protected]

We would like to be part of your journey of transformation, enabling your people and success. Just let us know, we will be there!

http://www.mentor.in/

mailto:[email protected]

Learning & Employee Behaviours can be engineered · With the Business Objectives, Strategy &...

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