Consultancy Services
Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.” Paul Hawken

What we Believe

We believe that Motivated, Innovative, and Supportive Employees with Superior Self-management and People management skills can create a clear competitive advantage and sustainable resources for any company.

We specialise in helping organizations achieve their goals by improving their workforce’s skills. We diagnose behavioural deficiencies that hinder the realization of their vision, mission, and growth targets. Our approach involves working with your team to develop customized solutions that specifically address your organization’s and personnel’s needs.

The process begins with a detailed Training Needs Analysis (HyperLink) during the consultancy process to deliver coaching/training programs designed and tailored to our clients’ and client organisations’ needs and preferences. 

We identify the Behavioural Competencies required to achieve the organizational objectives, accomplish departmental and individual KPIs  (Key Performance Indicators), and perform a detailed Gap analysis to determine areas of development crucial for their success. We then formulate mutually agreed-upon goals broken into SMART objectives to develop training solutions customized to the organization’s needs.

We combine behavioural science and efficient management practices to develop training solutions for organizations, helping them foster a growth-oriented organizational climate and culture. 

For Client Organisations

We specialize in addressing organizational issues, analyzing performance gaps, and developing a strategic plan with clear, measurable goals to achieve desired objectives. Our areas of expertise include leadership development and people management, emotional intelligence, effective communication, conflict management, and personal enhancement. With a proven track record of working across diverse industries such as Shipping, IT, Digital, Banking, Insurance, Property, and Civil Services, our cutting-edge Learning & Development solutions have successfully assisted numerous organizations. 

Our process begins by identifying the pain points of the organizations in order to pinpoint the gaps that have led to the disparity between current and desired performance levels.

                      1 Initial Consultation and Needs Assessment

          • Kick-off Meeting: Meet with key stakeholders to understand the overall objectives, challenges, and context.
          • Questionnaire/Survey: Distribute a detailed questionnaire to employees and managers to gather information about existing skills, perceived gaps, and areas needing improvement.
          • Interviews and Focus Groups: Conduct one-on-one interviews and focus group discussions to get qualitative insights and deeper understanding of specific needs.
          • Job Analysis: Review job descriptions, performance evaluations, and role requirements to identify the essential soft skills for each position.

                      2 Data Analysis and Reporting

          • Data Compilation: Gather all collected data from surveys, interviews, and job analyses.
          • Gap Analysis: Identify gaps between current skills and desired skills.
          • Prioritization: Determine which skills gaps are most critical and should be addressed first based on their impact on the organization’s goals and performance.
          • Report Findings: Prepare a detailed report summarizing the findings and providing insights into the current state of soft skills within the organization.

                         3 Design of Learning Interventions

          • Set Learning Objectives: Define clear, measurable learning objectives based on the needs assessment.
          • Develop a Training Plan: Design a comprehensive training plan that outlines the training methods, materials, schedule, and resources needed.
          • Select Training Methods: Choose suitable training methods (e.g., workshops, e-learning, coaching, on-the-job training) that match the learning preferences and needs of the participants.
          • Content Development: Create or customize training content to address the identified skills gaps. This may involve developing new materials or adapting existing resources.

                       4 Implementation of Training Programs

          • Pilot Program: Conduct a pilot session with a small group to test the training materials and methods.
          • Full-Scale Rollout: Implement the training program across the organization, ensuring logistics are well-coordinated.
          • Facilitation: Engage skilled trainers or facilitators to deliver the training effectively.
          • Support and Resources: Provide ongoing support, such as access to additional resources, mentorship, or coaching, to reinforce learning.

                     5 Evaluation and Feedback

          • Immediate Feedback: Collect feedback from participants immediately after training sessions to assess their initial reactions and satisfaction.
          • Assessment of Learning: Use quizzes, assessments, or practical exercises to evaluate the extent to which participants have achieved the learning objectives.
          • Behavioral Change: Monitor changes in behavior and performance over time to determine if the training has had a lasting impact.
          • ROI Analysis: Assess the return on investment (ROI) by measuring improvements in key performance indicators (KPIs) and overall business outcomes.

                     6 Continuous Improvement

          • Regular Review: Conduct periodic reviews of the training program to ensure it remains relevant and effective.
          • Update Training Content: Update training materials and methods based on feedback and changing organizational needs.
          • Ongoing Support: Provide continuous learning opportunities and support to help employees maintain and further develop their soft skills.
          • By following these steps, we can systematically identify organizational needs and propose suitable learning interventions that drive meaningful and sustainable improvements in employee skills and performance.

For Professionals / Individuals 

We help CEOs, senior executives, entrepreneurs, and other business leaders to maximize their potential by assisting them to achieve clarity of thought with one-to-one executive coaching. By helping them enhance their: •Leadership skills •Communication Skills •Ability to manage Mental Well-being •Coaching skills •Emotional Intelligence. The Executive Coaching Process follows a four-step procedure, as mentioned below: 

Step 1: Understanding underlying needs, Coaching Agreement, and Contracting- Face-to-face meeting with the Executive (coachee) and the key stakeholders to understand expectations, and define goals and outcomes of the coaching engagement to address the key issues. 

Step 2: Executive Assessment Interviews and discussions with the Executive (Coachee) are included to systematically define skills, interests, and critical competencies associated with high performance and identify issues bothering them. We will perform assessments to identify strengths and critical areas of development to close the performance gaps. 

Step 3: Individual Feedback Meetings To interpret the results, explain the findings, and identify SMART coaching goals. Create a developmental plan to close the performance gaps, address critical concerns, and utilize essential strengths to address the challenges. 

Step 4 Coaching: Implementation of the Development Plan & Future Assessment– Coaching comprises a series of meetings to accomplish the developmental goals identified in Step 3. The coach will share appropriate resources like reading materials and research with the Executives. Coaching meetings would also involve behavioral rehearsals to translate awareness into deliberate practice. 

Step 5: Evaluation of coaching effectiveness This will be performed by using our goal evaluation system three months after completing the coaching intervention. Ongoing review against the objectives will continue during the coaching period

Benefits to the Organization:

          • Enhanced Performance: Improved employee performance and productivity due to the alignment of behaviours with organizational goals.
          • Better Communication: Enhanced communication and collaboration across teams and departments.
          • Increased Employee Satisfaction: Higher employee satisfaction and retention levels due to a supportive and engaging work environment.
          • Innovation and Adaptability: Greater capacity for innovation and adaptability as employees exhibit more proactive and constructive behaviours.
          • Reduced Conflict: Lower levels of workplace conflict and improved conflict resolution skills among employees.

Through our structured Behavioral consultancy process, we help organizations build a more effective, cohesive, and resilient workforce by systematically identifying and addressing behavioural gaps.

Behavioural consultancy

Behavioural consultancy assists organizations in identifying and overcoming behavioural gaps by employing a systematic and evidence-based approach. Initially, consultants conduct comprehensive assessments, including behavioural audits, surveys, interviews, and observations, to gather data on the existing workplace dynamics and employee attitudes. This diagnostic phase helps pinpoint discrepancies between current behaviours and organizational goals. By analyzing performance metrics and feedback, consultants identify specific behavioural gaps that impact productivity and employee satisfaction. Subsequently, they design targeted interventions such as training programs, workshops, and personalized coaching to address these gaps. Consultants also implement change management strategies, including behavioural nudges and policy revisions, to foster a supportive environment for desired behaviours. Continuous monitoring and feedback mechanisms ensure the effectiveness of these interventions, allowing for adjustments as needed. Ultimately, this process enhances overall organizational performance, improves communication and collaboration, increases employee satisfaction, and reduces workplace conflicts, thereby creating a more cohesive and resilient workforce.

We have a proven system and track record helping our client organizations identify and address behavioural gaps by leveraging psychological insights and evidence-based strategies. Here’s how the process looks like:

      1. Assessment and Diagnosis:
        • Behavioural Audits: Conduct comprehensive audits to understand the organisation’s existing behaviours, attitudes, and culture.
        • Surveys and Interviews: Using surveys, interviews, and focus groups to gather data on employee perceptions, motivations, and challenges.
        • Observation: Observing workplace interactions and practices to identify discrepancies between desired and actual behaviours.
      1. Identifying Behavioral Gaps:
        • Performance Metrics: Analyzing performance metrics to pinpoint where behavioural gaps are impacting productivity, efficiency, or employee satisfaction.
        • Comparative Analysis: Comparing current behaviors against industry standards, best practices, and organizational goals.
        • Feedback Loops: Creating channels for continuous feedback from employees at all levels to highlight persistent or emerging behavioural issues.
      1. Developing Interventions:
        • Training Programs: Designing and implementing targeted training programs to address specific behavioural gaps, such as leadership development, conflict resolution, and communication skills.
        • Workshops and Seminars: Conducting workshops and seminars to promote desired behaviours and align them with organizational values.
        • Coaching and Mentoring: Providing personalized coaching and mentoring to key employees to foster behavioral change and development.
      1. Implementing Change:
        • Change Management Strategies: Developing and executing change management plans that include clear communication, stakeholder engagement, and support mechanisms.
        • Behavioral Nudges: Utilizing behavioural science techniques, such as nudges, subtly guide employees towards desired behaviours.
        • Policy and Procedure Revisions: Revising organizational policies and procedures to reinforce and discourage negative behaviours.
      1. Monitoring and Evaluation:
        • Continuous Monitoring: Establishing systems for continuously monitoring and evaluating behavioural change initiatives.
        • Feedback Mechanisms: Implementing regular feedback mechanisms to assess the effectiveness of interventions and make necessary adjustments.
        • Impact Analysis: Conducting impact analysis to measure the outcomes of behavioural interventions on overall organizational performance.
      1. Creating a Supportive Environment:
        • Culture Building: Fostering a culture that supports and rewards desired behaviours through recognition programs, incentives, and role modelling by leadership.
        • Employee Engagement: Enhancing employee engagement by involving them in the change process and ensuring their voices are heard.
        • Well-being Initiatives: Implementing initiatives that promote employee well-being can positively influence behaviour and productivity.
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        Benefits to the Organization:

      • Enhanced Performance: Improved employee performance and productivity due to the alignment of behaviours with organizational goals.
      • Better Communication: Enhanced communication and collaboration across teams and departments.
      • Increased Employee Satisfaction: Higher employee satisfaction and retention levels due to a supportive and engaging work environment.
      • Innovation and Adaptability: Greater capacity for innovation and adaptability as employees exhibit more proactive and constructive behaviours.
      • Reduced Conflict: Lower levels of workplace conflict and improved conflict resolution skills among employees.

Through our structured Behavioral consultancy process, we help organizations build a more effective, cohesive, and resilient workforce by systematically identifying and addressing behavioural gaps.

Strivehigh’s Tools and Assessments

Personality Assessments:

Personality assessments, such as the Myers-Briggs Type Indicator (MBTI), the Big Five Personality Traits, or the DISC assessment, help in understanding individual differences in personality traits and how these traits influence work behaviour. By evaluating attributes like extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience, these assessments provide a detailed profile of each employee. This information can reveal how personality traits impact teamwork, leadership styles, and communication patterns, thereby identifying areas where mismatches between personality and role requirements may be causing performance issues.

Social and Emotional Assessments:

Social and emotional assessments focus on evaluating an individual’s emotional intelligence (EI) and social skills. Tools like the Emotional Quotient Inventory (EQ-i) or the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) measure abilities such as self-awareness, self-regulation, empathy, and social skills. High EI is often linked to better interpersonal relationships, effective leadership, and conflict resolution. Identifying gaps in emotional intelligence can highlight areas where employees may struggle with stress management, adaptability, or understanding others’ emotions, which can be crucial for roles requiring high levels of interaction and collaboration.

Culture Assessment Tools:

Culture assessment tools are designed to evaluate the collective behaviours, values, and norms that define an organization’s culture. Instruments like the Organizational Culture Assessment Instrument (OCAI) or the Denison Organizational Culture Survey assess dimensions such as organizational values, leadership style, communication practices, and work environment. By understanding the existing cultural framework, these assessments help identify cultural misalignments that may be causing friction or disengagement among employees. For instance, a culture that values innovation may face challenges if employees are risk-averse or prefer stable routines.

Integration and Application:

By integrating the insights from these various assessments, we form a comprehensive understanding of the behavioural landscape within the organization. This multifaceted approach allows for the identification of specific behavioural gaps at both individual and organizational levels. We then design and implement targeted interventions such as tailored training programs, workshops, and coaching sessions. Additionally, we also recommend changes to organizational policies and practices to better align with desired behaviours and cultural values.

In summary, using a variety of assessment tools—personality, social and emotional, and culture assessments—enables behavioural consultants to accurately diagnose behavioural gaps. This holistic understanding facilitates the development of effective strategies to address these gaps, ultimately leading to improved organizational performance, enhanced employee satisfaction, and a more cohesive workplace culture.

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