Client Success Stories

Client Challenge

The Indian subsidiary of a leading global premium automotive company had been operating in India for over a decade under its current ownership pattern. However, despite its long presence, the organization recognized significant untapped potential to enhance its performance in the Indian market. To unleash the potential, the organization wanted to change it’s “ways of working”. Toward the same it wanted to launch a Culture Transformation initiative aimed at strengthening the organizational foundation with a focus on three key goals: fostering a sustainable winning mindset across teams, embedding values and behaviors as the bedrock of its culture, and positioning culture as the driving force to achieve its long-term strategic objectives.

Growthsqapes' Approach

Diagnose the organization dynamics & creation of a unique intervention solution in which :

• Deep qualitative organizational diagnostics and a culture survey was done to understand the internal challenges.
• A detailed analysis and report was presented to the board.
• A values and behaviour framework was created towards a new culture.
• Short-term & long-term prognostic initiatives were suggested.

Client Challenge

A large Indian infrastructure company with multinational presence has identified a batch of 30 potential leaders from a lot of 700, to be taken through a development journey. The challenge is to make them ready within a period of 18 months with their all-round development as leaders who would take up higher order by being ready to go above and beyond execution and operations to play strategic business roles in future. Their current competencies, skillsets, overall experience and exposure are widely different, and no standard off-the-shelf approach would work to give results that the client desired.

Growthsqapes' Approach

Comprehensive 18-month Leadership Development journey with :

• Customized Assessment
• Customized ‘Growth Laboratories’ on specific competencies as per the competencies identified by client
• Group Coaching
• Individual Coaching
• Coaching for Reporting Managers of the potential leaders

Client Challenge

A leading garment export house based out Gurgaon, had grown big in terms of people and turnover over the last 7-8 years of it’s operation. However, in it’s race of chasing growth many crucial components of the organization’s design &structure got ignored. Hence the organization, wanted to go for a wide planned change & renewal process. It wanted to instill a professional spirit in its people and create a process-focus in its ways of working. At the same time, it wanted to create a new organization design & structure and develop a framework of performance management

Growthsqapes' Approach

Diagnose the organization dynamics and suggest capability development areas in which :

• Role re-structuring was done.
• Goals & Key Responsibility Areas of key people were re-defined
• People Performance Metrics were instituted
• New processes were laid
• A new Organization Design & Structure was suggested
• Areas of capability development was suggested for all roles

Client Challenge

One of the largest chemical makers in the world wanted to develop the relevant competencies of it’s identified high potential middle managers so that they could be made a part of the succession pipeline. The challenge faced by the client was to identify which competencies were most relevant and what could be the best way to develop those competencies for sustainable results. The organization wanted these high-potentials to learn what great leadership was all about and enable them to perform their future roles better.

Growthsqapes' Approach

Growthsqapes created a bespoke 6 month competency development journey in which :

• Pre-work was done to understand and select the most relevant competencies and the ground level challenges faced by the participants.
• All participants were put through a leadership development learning journey with multiple touch points.
• Online and off-line assessments were done to gauge the learning retention and shift in behaviour.
• Each participant was given a coach to take assistance from.

Client Challenge

The organization faces a critical challenge with a predominantly masculine culture, requiring a strategic approach to address the gender imbalance. This culture is not perpetuated intentionally but exists due to unconscious biases deeply embedded in psychosocial norms, potentially leading to inadvertent reinforcement of patriarchal values. This environment risks diminishing gender sensitivity and inclusivity. Moreover, the current gender diversity policies are overly focused on regulatory compliance, lacking in fostering genuine cultural change. Management recognizes the imperative to evolve gender diversity and sensitivity from mere policy adherence to integral core values that shape the organization’s culture.

Growthsqapes' Approach

Our solutioning approach encompassed a comprehensive two-day workshop titled “Unveiling Layers: A Psychodynamic Approach to Gender Sensitivity and Inclusivity.” Day one focused on understanding unconscious gender dynamics, featuring activities like an unconscious bias quick test, delving into the psychodynamics of gender, and employing Freudian theories to analyze and dismantle unconscious biases and stereotypes. Day two transitioned to transformation and implementation, with hands-on exercises in gender-sensitive communication, conflict resolution simulations, and action planning for both organizational and personal commitment to gender inclusivity, culminating in the creation of a Gender Accountability Mechanism for Experience (GAME) to ensure sustained progress and cultural transformation, linked to organizational Balance Score Card (BSC).

Client Challenge

A leading Indian media company was taken over by a business house. The new management felt that their business vision and management style was not comprehended well enough by the existing managers. At the same time, the new management felt that the organization also needed to be attuned to the modern times and business realities. The top leadership team wanted to the managers to take fresh business-building actions so that the organization could be carried forward by abandoning the undesirable legacy elements.

Growthsqapes' Approach

We diagnosed the organization dynamics & created a unique intervention in which :

• Legacy Elements were identified.
• Role re-structuring was done.
• The new vision was distilled into organizational identification for the managers and employees.
• Unique characteristic leadership competencies were distilled from the vision elements and integrated into the roles
• The People Managers were taken through a learning journey of those leadership competencies.
• Recommendations were given for the future.

Client Challenge

A leading Indian airline got acquired by a business group. As part of an exercise to re-assess the role fitment of the target group and consequently identify new candidates for development, promotion and succession planning , the organization wanted to conduct an Assessment Centre that included both psychometric assessments and other behavioural assessment tools The organization was looking for a partner who could conduct an assessment center for 1800 participants for them to help select the right individual for the right role.

Growthsqapes' Approach

After a thorough analysis of the competency framework & JDs and doing prework interviews across hierarchies, Growthsqapes curated an Assessment Center that included psychometric and customized behavioural tools. The AC was administered online and each person was given a detailed report with IDPs.

Client Challenge

An Indian start-up in the space of AI and edutainment had grown big since it’s inception 5 years back. However while chasing growth, the organization structure & design and many HR processes got entangled into confusion and non-compliance. The organization was looking for a partner who could re-design the organization structure, lay down the roles and responsibilities more clearly and take up some HR processes so that the entire HR function gets more streamlined to the mission and vision of the organization and to the industry.

Growthsqapes' Approach

After a thorough analysis of the existing organization structure and design and conducting a benchmarking exercise, Growthsqapes created a new organization structure. Roles and responsibilities were re-written and circulated to employees. Growthsqapes also took over the entire HR cycle from entry to exit

Client Challenge

A world leading independent managed security services provider had it’s own set HR policies since inception. However the organization saw that those policies were no longer aligned to business realities as the industry and the workforce had changed. The organization was looking for a partner who could create new HR Policy Manual, a new Performance Management System, a new On-boarding & Induction Manual creation and recommend a new Compensation &Benefits policy along with changes in organization structure and design.

Growthsqapes' Approach

Growthsqapes conducted a thorough analysis of the existing policies for which the organization had sought a review. It conducted an industry benchmarking exercise and created a new set of policy manuals. Growthsqapes also recommend a new Compensation &Benefits policy along with changes in organization structure and design.

Client Challenge

One of India’s largest drug makers could realize that the need to develop the competency of impactful communication among its leaders to enable them to communicate well and in the process, influence cross functional stake holders. The intent behind the same was to ensure that leaders are able to manage their stake holders well, develop a mindset of collaboration and produce a win-win outcome for all the stake holders.

Growthsqapes' Approach

GrowthSqapes took a customized approach whereby :

• Prework was done to understand the ground level challenges
• Assessment was done to measure the current level of competency
• An intensive workshop on communication was conducted to impact the necessary skills
• A learning sustenance mechanism was instituted to ensure retention and application of learning in the field Certification was awarded.

Client Challenge

A Japanese MNC in India in the space of manufacturing of medical devices and blood bags was acquired by a US based MNC. While the acquisition in books happened seamlessly, there emerged challenges due to differences in ability to communicate with each other. The homegrown managers of the acquired organization faced a challenge in communicating with the new stakeholders and consequently did not take much ownership in communicating. A fear psychosis prevailed which was hurting the spirit of collaboration. Hence the organization embarked upon a learning journey to improve the business communication skills among managers of the acquiring organization.

Growthsqapes' Approach

Creation of a customized solution in which :

• Assessments were done to gauge the gaps in communication.
• Prework was conducted to underline the current state and desired state.
• The identified participants were put through a modular learning journey.
• Sustenance mechanism put in place to ensure retention and application of learning in the field.
• Coaching was done to hand hold the participant through out the journey.

Client Challenge

Owing to many new recruits with sub standard skills in customer handling and sales, this Indian retail merchandize seller of home décor and furniture wanted to train its frontline staff on customer centricity and sales for delivering a unique and branded customer experience for its customers.

Growthsqapes' Approach

A highly customized solution approach in which :

• A customer journey experience journey map was created starting from the customer’s visit to the retail outlet to interaction with staff , demonstration and closure.
• Customer centric behaviours were instilled in the staff as well as managers.
• The team of staff and the store managers were trained to develop and deliver a uniform and unique customer experience.