Do you also think that your Organization has very Complex Talent Management processes that make it difficult to ensure Accountability and Transparency?
Are your leaders invested in continuously developing their skills and capabilities to lead your organization effectively?
Are you facing challenges in leading and driving change in your organization successfully?
Are you looking for the right fit in a leadership role to drive performance? Or the right methodology to hire Senior Leaders?
Whitepaper on SDF Employee Engagement Model
Do you also think that feedback is a long and boring process and not be limited to annual or bi-annual discussions?
Does your 360 give long, boring and difficult to understand reports and does not clearly call out the actionables?
Is Retention at the Front line one of your important objectives? Would you want a single step solution to your front line attrition problem?
Can your HR Business Partners effectively Influence business without authority? Can they hold tough and critical business dialogues?
Does having best functional leaders ensure meeting organizational goals or even that leaders work collaboratively?
Science shows that you completely control 50 percent of your work performance - 8 Steps tells you how to optimize that 50%. The other 50%? You can’t control it so don’t waste your time.
Is your organisation worried about the engagement level of its employees?
Our values guide us as we interact with others. Whenever we are in doubt, our values point us in the right direction.
All our actions arise from abundance, a state of plenty. In other words, Abundance encompasses all our actions - from knowledge sharing to wealth creation.
We freely share ideas, exchange viewpoints, engage with premium talent and we learn from partners and clients.
Abundance also enables us to keep an open mind and with openness comes the ability to embrace and share.
Offering Excellent Service drives us. Client success is our benchmark for Excellence.
Also, we are constantly trying to better ourselves - as Tom Peters says “Excellent firms don't believe in excellence - only in constant improvement and constant change.”
‘Dharma’ comes from Dhri/Dharti (that which upholds). We have learnt that ‘Dharma’ has three actions:
That which upholds life is Dharma. That which does not help it grow is Adharma.
To reference it at our workplace a value, we translate it to ‘doing the right thing’. And like at Netflix, where instead of laying down policies for everything, employees are encouraged to take actions originating from “Adult Like/Responsible Behavior” and be guided by “Acting in Netflix’s best interest”, we too believe that the Right Thing is based on principles, rather than procedures.
So if Dharma means "to support, hold, or bear", we value Dharma and it enables us to build trust within our teams and with clients.
While there is research to say that Happy People are better workers, we didn’t need research - We do what we do happily - we service our clients with a smile, engage with our colleagues in a fun way and remain cheerful in trying circumstances.
The clear vision we have for the Firm, the sense of purpose that the team has and the meaningful relationships we create enable us to work happily!