Learning and Development Solutions2019-02-07T15:43:00+00:00

Learning & Development Solutions

Leadership Development

The Cardinal ‘Leadership’ Program is Jombay’s flagship leadership development program which is experiential in nature. The program focuses on 3 cardinal competencies –  Strategic Leadership, Performance Leadership and People Leadership. The 3 competencies emerge from the Cardinal Framework of ‘Business Competencies’, ‘Individual Growth Competencies’, ‘People Competencies’, ‘Operations Competencies’ and ‘Customer Competencies’ (BIPOC).

The key proposition of this program is the design of the sustainable journey. The learn-practice-teach method employed, enables measurable development over a period of time. The actionable nature of the program, and the ability to involve managers in the development encourages investment of relevant stakeholders in an individual’s growth in a structured and engaging manner.

The Cardinal Leadership Program can be designed to fit an organizational context or any specific requirement as well. The process of customizing to an organization’s context involves the mapping of organization’s requirements on Jombay’s Cardinal framework, followed by identifying critical development areas for participants based on assessments or self/manager recommendations.

Step 1 – Design: Designing Personalized Journeys by validating development areas (via FGDs, Assessment Centers, Perception-based Feedback).

Step 2 – Implementation & Habit Formation: Kick-starting the journey with an experiential workshop followed by bite-sized reinforcement and action learning through iDev platform

Step 3 – Sustenance & Adoption:  Robust Program Management run by dedicated Practice Coaches for regular nudging

Step 4 – Measuring Effectiveness: Tracking Adoption and Impact Metrics. Measuring effectiveness with pre and post assessments, including manager feedback.

  • Personalized development journeys, the experiential nature of learning, supports high engagement levels
  • Allows Capture Learning effectiveness via comprehensive measurement analytics
  • Enables an ecosystem of ongoing learner – manager dialogue without the need to incur additional training and opportunity costs

Succession Planning

Succession planning is a process for identifying and developing future leaders at an organization – across levels. Succession planning addresses the inevitable changes that occur when individuals resign, retire, are let go, or go on a leave of absence.

Jombay’s succession planning methodology gauges individuals on 3 impact areas:

Potential, Performance, Perception

Potential is measured by mapping an organization’s expectations and competencies to Jombay’s Cardinal Framework anchors ‘Business Competencies’, ‘Individual Growth Competencies’, ‘People Competencies’, ‘Operational Competencies’ and ‘Customer Competencies’ (BIPOC).

Talent Performance score is obtained from already existing performance management systems that indicate an individual’s contribution to the business.

Talent Perception, measured with the help of Jombay’s multi-rater feedback platform, evaluates successors on the 3P model of leadership (Public Leadership, Personal Leadership and Private Leadership)

The succession planning model can also be contextualized to an organization’s context by mapping it to Jombay’s cardinal framework.

Step 1: Identifying critical competencies and criteria for succession

Step 2: Establishing benchmarks and desirable proficiency levels

Step 3: Gauging potential for succession via assessment center

Step 4: Consolidating performance score through organizational on-the-job performance ratings or internally available business data

Step 5: Identifying talent perception gaps through multi-rater feedback

Step 6: Creating individual development plans for identified successors

Step 7: Designing and Executing personalized, sustainable development journeys using a combination of experiential workshops and on-the-job micro learning activities

Sales Training

One of the key challenges of any Sales function is to make the sales managers more capable and accountable for their team’s development. Typically, Sales Managers struggle with diagnosing causes of poor performance, identifying granular problem areas in the Sales Reps’ product and process knowledge and providing regular feedback on selling skills on a consistent framework. Regional Managers  struggle with making Area managers more accountable for their team’s development and getting visibility on their participation in developmental and coaching activities.

Jombay’s Sales Training and Effectiveness solutions are built  to develop sales employees on their knowledge, skill and behavior. By assessing employees’ readiness on these parameters, Jombay determines a sales readiness index. This index provides greater visibility into the key development areas for each sales employee.

Jombay’s micro learning platform for Sales ‘Smart Quest (SQ)’, creates a sustainable and scalable environment to develop and train sales employees at scale.

Step 1: Identifying expectations and assessment criteria for sales employees based on knowledge, skills and effort

Step 2: Integrating performance data from organization’s CRM platforms

Step 3: Determining sales readiness index

Step 4: Defining strengths and areas of development at individual/group level

Step 5: Enabling training and development of sales employees through in-class room and bite sized learning

Step 6: Measuring and Tracking progress to ensure holistic training and development

  • On-the-go mobile/web based training interface impacts opportunity cost
  • Savings on time and resources – SQ is a plug and play micro learning tool which seamlessly integrates with existing CRMs, LMSs, SSOs and HRMs
  • Capture Learning ROI via comprehensive measurement analytics

Managerial Effectiveness

The relationship between employees and managers is arguably one of the most critical factors that impact organizational performance. An effective manager can think ‘big-picture’ and leverage team member strengths to achieve organizational goals, can strike a balance between task and people focus.

Based on Jombay’s experience of working with 50,000+ managers and studying 2400+ competency frameworks across multiple industries, Jombay’s Managerial Effectiveness program is based on our Cardinal Framework ‘BIPOC’ which includes 5 competency anchors ‘Business Competencies’, ‘Individual Growth Competencies’, ‘People Competencies’, ‘Operational Competencies’, and ‘Customer Competencies’. This framework gets further contextualized to an organization’s competencies or requirements.

The key proposition of the Managerial Effectiveness program is the Learn-Practice-Teach method that encourages sustained and measurable development journeys, the actionable nature of the program, and the ability to involve a participant’s managers in the development.

The Managerial Effectiveness program can be designed to fit an organizational context and competencies. The process of customizing to an organization’s context involves the mapping of organization’s requirements on Jombay’s BIPOC framework, followed by identifying top 2-3 individual development areas for participants based on assessments and requirements.

The Managerial Effectiveness program is offered across 3 levels of managers, with varied complexities with respect to workshop content and micro-learning based on-the-job activities.

  • Managers of Businesses
  • Managers of Managers
  • First Time Managers

Step 1 – Design: Designing Personalized Journeys by validating development areas (via FGDs, Assessment Centers, Perception based Feedback).

Step 2 – Implementation & Habit Formation : Kick-starting the journey with an experiential workshop followed bite sized reinforcement and action learning through iDev platform. Popular Managerial Effectiveness Competencies covered include –  ‘Big-Picture’ Thinking, Planning and Prioritization, Performance Conversations, ‘Coaching & Mentoring’ and ‘Decision Making’

Step 3 – Sustenance & Adoption:  Robust Program Management done by dedicated Practice Coaches for regular nudging

Step 4 – Measuring Effectiveness: Tracking Adoption and Impact metrics. Measuring effectiveness with pre and post assessments, including manager feedback.

  • Capture Learning effectiveness via comprehensive measurement analytics
  • Personalized development journeys, experiential nature of learning, supports high engagement levels for individuals
  • Enables an ecosystem to improve managerial effectiveness – manager involvement and interaction with team members while executing action-learning activities