CASE STUDIES

Business Need

XISS, Ranchi, approached Flipcarbon to Program Manage its diamond Jubilee Celebrations in 2015.

Action

Diamond jubilee re-branding and massive diamond jubilee celebration over two years starting November 2015.

Follow-up

XISS University action plan has been initiated. The local Alumni chapters are now getting a legal structure.

Result

Media mentions went up. Engagement between Faculty and Alumni has significantly gone up.

Feedback

Alumni feedback from multi-city was collated to create a robust canvas of change.

Business Need

Fast Track Development for Management Trainees through Development Assessment Centre approach.

Action

Designed and developed a DAC: Identified competencies, designed tools, trained assessors, conducted assessment center, detailed reports scripted which was used to prepare developmental plan.

Follow-up

ABInBev shouldered the responsibility of tracking & measuring growth over time.

Result

Management trainees were assigned their first job. IDP helped each one of them to be role ready.

Feedback

All Management Trainees and their proposed line managers were equipped to manage the DAC reports and its usages for fast track development.

Business Need

With current MD&CEO expressing his desire to retire, Flipcarbon was tasked with designing a process to identify the next MD&CEO.

Action

Designed and developed a 360 degree process: Identified competencies, designed tools, conducted in-depth interviews with relevant stakeholders, completed psychometric profiling.

Follow-up

Multiple board level discussions to enable the process of succession.

Result

The Board put a transition plan in place, both the candidates were put on a development plan.

Feedback

Both the candidates were given detailed feedback and suggested development mechanism. The succession process is moving forward.

Business Need

The business was suffering due to centralization of HR at the corporate level owing to the limited traction at Units.

Action

Designed and developed a 6 months HR skilling programme: Identified competencies, designed modules, conducted in-depth class room sessions as well as Action Learning Projects, completed the assignment with a Development Centre.

Follow-up

The agreed actions are being implemented.

Result

Immediately thereafter some key processes were decentralized and are working well.

Feedback

Each participant was assessed and rated both on learning as well as behaviors. Detailed development guides were given to them.

Business Need

The business identified the need for various functions to work together and hold themselves accountable to the larger vision.

Action

Designed and developed a 1 day module on Team effectiveness followed by a Business Workshop on Goal Setting.

Follow-up

A review of the process is due.

Result

The Goal Setting exercise was completed.

Feedback

Extensive in workshop fact based discussions took place on behaviours and corrective actions were suggested.

Business Need

Create a sense of ownership and oneness in the Finance Function.

Action

Designed and developed a 2 day module on Team effectiveness called P.E.R.F.O.R.M. and used John Deere imageries to drive home critical messages.

Follow-up

None.

Result

Mixed Results. One of our rare failures.

Feedback

A P.E.R.F.O.R.M. pledge was taken by the participants.

Business Need

Grow the business aggressively over a 3 year period.

Action

Helped re-craft Vision, Mission and Values and implemented Performance Management and other critical business processes.

Follow-up

Monthly face time for 3 days every month.

Result

We are contracted to completely manage strategy design and delivery for 3years. The business has grown by 50% in Year 1, and is budgeted to grow at the same rate for the next 2 years.

Feedback

Ownership at middle management level has significantly improved.

Business Need

The business identified the need to dismantle the Us vs We culture that Employee Satisfaction Surveys tend to propagate.

Action

Designed a Flipcarbon Intellectual Property called We.P.E.R.F.O.R.M. based on the principle that “The greatest distance between I and We is the emergence of They.”

Follow-up

Participant led, immersive learning sessions are a big hit.

Result

Delivered 4 We.P.E.R.F.O.R.M workshops across Chennai, Mumbai and Delhi covering 100 people where the response has been extremely encouraging.

Feedback

We.P.E.R.F.O.R.M 2.0 is in the pipeline now.

Business Need

Grow the business aggressively by Strategic consulting into various verticals and aligning the Vision Mission Values

Action

Drafting Vision-Mission-Values 2025 created & Performance Management Framework put in place.

Follow-up

Monthly engagement with business leaders

Result

Team aligned with the Organization’s Vision and progressing towards achieving the team goals.

Business Need

To align an overall HR Framework around the organization.

Action

Understanding the as-is structure. Creating JDs for all the roles, implementing standard procedures and policies for all the functions and catalyze long term Vision & Goals.

Follow-up

Constant follow ups, weekly reports and monthly meetings done.

Result

Benchmarked the structure based on comparisons.

Business Need

Grow the business aggressively by aligning the Vision-Mission-Values and re-designing the internal as well as external branding.

Action

Created their V-M-V and rolled out for internal as well as external stakeholders. Constant engagement for talent management.

Follow-up

Weekly telephonic HR meeting with the business heads.

Result

The business has scaled to 3 new Indian States post our engagement.

Business Need

Grow the business aggressively by Strategic consulting into various verticals and re-designing the internal as well as external branding.

Action

Performance Consulting Framework and continuously engaging in increasing the effectiveness of the company. Creating strategies for all existing verticals and creating go-to-market plan for their new vertical.

Follow-up

Constant follow ups, weekly in-house engagement. Quarterly engagement with the strat-com.

Result

The go-to market plan has been successfully put in place and expected outcome attained.

Business Need

Preparing the top Management in the organization for the upcoming merger with Wabtec Corporation.

Action

Designed and developed a 1 day module to enhance team effectiveness at the top level and created themes for next 3 months on the basis of current needs of the organization.

Business Need

The business identified the gaps between what is taught on campuses and what is the reality at the workplace and asked us to design a program.

Action

Designed and developed a 2 day module named “The Hero’s Journey”: Identified and addressed the key differences between campuses and corporates and how to navigate the change.

Follow-up

Due at the end of 6 months.

Result

The Trainees were certified and placed on the job.

Feedback

The trainees were trained on the principle of ASOCK – How ownership rests with them and is a central theme in careers. (Approvals, Support, Ownership, Consulting, Knowledge)

Business Need

To create a framework for Prevention Of Sexual Harassment (POSH) and provide training on the same.

Action

Prepared a Structure for the Prevention Of Sexual Harassment . Created Internal Complain Committee (ICC) and Facilitated the whole process.

Follow-up

None

Result

No complains related to any issue remotely close Sexual Harassment.

Feedback

Structure of the POSH framework is followed religiously.

Business Need

To create an assessment on the Performance and Potential of the NeoKnights to find out the critical talent pool of the organization.

Action

Prepared a module where the performance rating and the potential ratings meet helping the organization to identify the Critical Talent and the Result Low performers. Advising on the follow op actions for the same

Follow-up

To be done every quarter.

Career path designed for the critical talent and addressing how to retain them, also facilitating PIP programs for the low performers with high potential to grow to their capability.

Business Need

Behavioral Performance Transformation Lab: Help the team at Poclain cover the skill gap and build a sustainable environment where managerial excellence is of utmost importance.

Action

Executed a Leadership Competency based Development Assessment Centre and initiated a 6 month Behavioural Performance Transformation Lab, an immersive experience for individuals, in the context of teams which enables them to develop into leadership roles.

Follow-up

Guiding the team through their personal development towards realizing their unconscious incompetencies and turning them into unconscious competencies

Result

Program successfully completed and new initiatives started in the company.

Business Need

GE being a global giant and team members stationed in different geographies, require team to be more aligned and cohesive.

Action

WE COLLABORATE: A program in which team members understand the linkage of their role with that of their peers/team members and how to build cohesiveness to achieve the team goals through action learning methodology.

Follow-up

Individual peer review reports shared with participants for individual development and improvements.

Result

The team, which was a blend of different nationalities and different geographical locations has shown significant improvement in alignment, teamwork, support, trust and overall results.

Business Need

Being a globally growing and expanding organization, Neutrinos wanted its leaders to have a clearly identified competencies for each role and have a developmental path to be the global brand ambassadors of the organization.

Action

Leadership Development Program: A Three phase model where competency framework was developed and the leadership team was taken through an immersive assessment process called L-GAP to understand areas of development and based on the outcome, individual developmental plans were created.

Follow-up

Individual Development Plans in place after individual feedback session with each participant on their developmental journey and being monitored closely for high impact.

Result

Commitment to accelerated growth and alignment to the vision has improved.

Business Need

Yulu being a young start-up, have team of first time managers and with the dynamic world need to bring out their A-game personally and in leading their teams to success.

Action

WE O.W.N.: A program in which Team Managers navigate through their own personal strengths and developmental areas to create a roadmap for their development and success in the context of leading people.

Follow-up

Individual leadership styles found and action plans to be a well rounded leader shared with each participant.

Result

Participants become leaders rather than just being managers and drive their teams with higher degree of commitment, resolve and flair for results.