Ramesh Dasary

Ongoing Takeaways:
• Empowered them with tools for success to be better leaders and managers.
• Experience how to work more efficiently through a conversation-driven performance management
solution
• Gain ideas on how to deploy a mentoring, learning, and goal-oriented culture
• Learned how to leverage Talent Acquisition skills developed to meet tight budgets and attract
talent through the candidate’s experience.
• Scaling up their business and one’s own… Show more

Ongoing Takeaways:
• Empowered them with tools for success to be better leaders and managers.
• Experience how to work more efficiently through a conversation-driven performance management
solution
• Gain ideas on how to deploy a mentoring, learning, and goal-oriented culture
• Learned how to leverage Talent Acquisition skills developed to meet tight budgets and attract
talent through the candidate’s experience.
• Scaling up their business and one’s own self as a leader.
• The DNA of success
Show less

The Employee Experience Re-imagined.•
Conducted discovery exercise spanning 3 hours using three collaborative learning sessions with the leadership team using creative tools and learning maps.
1. Transparency, Prioritization, Enablement, Focus
2. Consider Employee’s Work Interest / Career Growth
3. Rewards and Recognition
4. Hiring and Onboarding

Like every startup, teams grapple to align with the business objectives and build traction with clear, inter dependable… Show more

The Employee Experience Re-imagined.•
Conducted discovery exercise spanning 3 hours using three collaborative learning sessions with the leadership team using creative tools and learning maps.
1. Transparency, Prioritization, Enablement, Focus
2. Consider Employee’s Work Interest / Career Growth
3. Rewards and Recognition
4. Hiring and Onboarding

Like every startup, teams grapple to align with the business objectives and build traction with clear, inter dependable deliverables. Recommendations were shared with the leadership as a conclusion. Show less

An opportunity to shape, define and implement the people practices that drive a business’s success.
Creating in-house HR self-sufficiency in critical areas of people management such as Hiring, Performance Management, HR Policies, PMS Automation, etc
Supported in simplifying people practices. Managed to move HR from a “support” function to a leadership resource.

Create Distinction was a product of a well executed diagnostic activity of leadership cards. It gave an indication about the Organization Health which in turn had different methods of interventions, including but not limited to Intergroup Relations and Process Consultations.

The project touched upon the importance of face to face communication over the perceived body language. Other points discussed include the Eight Accelerators for changing & succeeding under any circumstances, the… Show more

Create Distinction was a product of a well executed diagnostic activity of leadership cards. It gave an indication about the Organization Health which in turn had different methods of interventions, including but not limited to Intergroup Relations and Process Consultations.

The project touched upon the importance of face to face communication over the perceived body language. Other points discussed include the Eight Accelerators for changing & succeeding under any circumstances, the strategy for establishing the Key Result Areas (KRAs) balancing the three boxes, the three steps to Performance Management System, 10 Performance Management Dimensions for writing KRA’s which can be used for different levels across the organization followed by the Performance Review of 2017-18. Show less

Together, we built the Leadership Competency framework, establishing the competencies through a carefully crafted off-site workshop.
The program’s success was gauged by the level at which it kept the participants engaged by utilizing sound instructional strategies and absorbing pedagogical agents. Participants latched on and responded with equal vigour as they worked alongside their team members to form a picture of perfect collaboration.

The highly interactive program comprised… Show more

Together, we built the Leadership Competency framework, establishing the competencies through a carefully crafted off-site workshop.
The program’s success was gauged by the level at which it kept the participants engaged by utilizing sound instructional strategies and absorbing pedagogical agents. Participants latched on and responded with equal vigour as they worked alongside their team members to form a picture of perfect collaboration.

The highly interactive program comprised several games and the instructor used humorous anecdotes, spellbinding stories and videos to maximize and fortify learning.The leadership team internally validated, selected and shortlisted leadership competencies, which accurately respect specific business goals. This step-by-step guided process results in a competency framework leadership profile development. Show less

Visskan was looking at a major transformation – in terms of its people, culture and work processes. As one of the leading and most trusted passenger and cargo handling companies in India, which is going global, change towards professionalism was imperative.

Implementing change management practices in the workforce was crucial and integral to the overall transformation. We started by bringing in a change management system to help transform people into a highly professional entity. New HR… Show more

Visskan was looking at a major transformation – in terms of its people, culture and work processes. As one of the leading and most trusted passenger and cargo handling companies in India, which is going global, change towards professionalism was imperative.

Implementing change management practices in the workforce was crucial and integral to the overall transformation. We started by bringing in a change management system to help transform people into a highly professional entity. New HR practices were brought in and integrated through different facets of the organization to realize the full potential of all employees. Design thinking practices were applied to bring about a culture change. Short interactive exercises were conducted that institutionalized the value system across the functions, unlocking synergy and amplifying individual potential. Show less

Establishing key HR Processes to yield the highest benefits:

Set up the Recruitment Process and lower cost hire
Design the Compensation Structures based on goals and metrics
Design the initial Job Roles, including Performance Measures
Design a recognition program that is aligned with your business story, purpose, and values.
Create competencies based roadmaps for career success
Tailor incentive campaigns to empower sales leaders to exceed sales goals

The gap between leadership skills and ever-evolving production systems is widening. Without relevant, updated skill sets, leaders tend to break ranks and improvise how they engage the workforce, drive results, and meet customer needs. This variance in leadership performance lowers production quality and raises costs.
We assisted in reorienting CNC Automation for new competitive environments in achieving significant increases in performance and efficiency (restructuring). We establish new… Show more

The gap between leadership skills and ever-evolving production systems is widening. Without relevant, updated skill sets, leaders tend to break ranks and improvise how they engage the workforce, drive results, and meet customer needs. This variance in leadership performance lowers production quality and raises costs.
We assisted in reorienting CNC Automation for new competitive environments in achieving significant increases in performance and efficiency (restructuring). We establish new structures and critical future skills. Show less

Since its inception in 1868, the Bangalore Club has maintained its reputation for refined member experiences. It has preserved not just a graceful 19th century architectural legacy but also positive member and employee experiences that place strong emphasis on People, Learning & Performance. To reinforce this, the club's leadership made a long-term decision to invest in people development, starting at the HOD level.

An efficiency drive was initiated so they could reach the next level of… Show more

Since its inception in 1868, the Bangalore Club has maintained its reputation for refined member experiences. It has preserved not just a graceful 19th century architectural legacy but also positive member and employee experiences that place strong emphasis on People, Learning & Performance. To reinforce this, the club's leadership made a long-term decision to invest in people development, starting at the HOD level.

An efficiency drive was initiated so they could reach the next level of performance, manage functions and lead team members effectively. It also aligned the club and its management team with a new, performance-driven people strategy. The structure is equipped to attract and retain employees while ensuring their scientific fitment into roles with clarity, a more transparent salary system and definite career paths. Show less

The project revolved around exploring challenges and opportunities, accelerating growth, evolving the team and defining the roles of an entrepreneur as a turnaround CEO.

The solution : Connecting People to Strategy

We crafted a solution to connect all employees to the company’s strategic direction. The process began with a structured Discovery Workshop that had tools and exercises created for the alignment session.
It also included co-creating a Purpose for Paras.

Passion & Profitability - Who doesn't want it for their business?

The project emphasized on turning human capital into cash and gain profit from People and Change Management solutions while making your talent feel valued.

It was done via:
1. Defining purpose & values of the organization
2. Creating shared values and accountabilities
3. Maximizing customer experience

The plan was to roll out a series of goal-alignment workshops with the following objectives:

1. Build an enterprise of profit & enable employees to grow along with the organization
2. Strengthen the middle management to handle the growth path envisaged by the company
3. Bring about consistency in perspectives across the hierarchy
4. Help the middle management hone their interpersonal skills
5. Build a tier-2 leadership team for a smoother transition to the next generation of… Show more

The plan was to roll out a series of goal-alignment workshops with the following objectives:

1. Build an enterprise of profit & enable employees to grow along with the organization
2. Strengthen the middle management to handle the growth path envisaged by the company
3. Bring about consistency in perspectives across the hierarchy
4. Help the middle management hone their interpersonal skills
5. Build a tier-2 leadership team for a smoother transition to the next generation of owners

The 7-point values namely Customer Focus, Communication, Adaptability, Accountability, Leadership, Innovation & Work-life balance were laid down to help employees identify themselves with the values of the company. An appraisal methodology came into being through the Performance Management System (PMS). Task prioritization & distinction led to higher efficiency. Decision-making process became more participatory & decentralized. Communication changed from mechanical to personal, making issue/conflict resolution more voluntary & hurdle-free. Soft skills such as time management, leadership and interpersonal skills improved. Show less

The need was to design a program to help employees understand the changing industry and strategies, and develop a high performance team that works collectively a common goal. The two, one-day workshops, had three key goals:

1. Engage the client's leadership team and its second level of management to identify challenges and opportunities they represent for the organization
2. Help the leadership team build and alignment and enthusiasm around critical opportunities and generate/sustain… Show more

The need was to design a program to help employees understand the changing industry and strategies, and develop a high performance team that works collectively a common goal. The two, one-day workshops, had three key goals:

1. Engage the client's leadership team and its second level of management to identify challenges and opportunities they represent for the organization
2. Help the leadership team build and alignment and enthusiasm around critical opportunities and generate/sustain a sense of urgency among the group members.
3. Create a powerful 'Big Opportunity' list that the leadership buys into and define a similar list the organization has in leading proactive change. Show less