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Getting the Talent Right
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
As per a recent study, over 60% of leaders failed on how to deal with business crises during the pandemic. It’s imperative to equip leaders with new skill sets to be future ready.
ML, AI, and Empathy Science?
Customer and employee experience is now the key conversation in boardroom. Well-being is now about self actualization; typical jobs are not anymore relevant to earn a living. People are looking for more.
WHAT?
With work populations increasingly making business sense to work remotely, it is now a necessity to harness data & neuroscience coupled with AI to understand emotions better to engage workforce.
HOW?
Over 40% employees on an average have less than two years tenure. There is always a severe talent crunch despite of sufficient talent supply.
WHY?
Customer and employee experience is now the key conversation in boardroom. Well-being is now about self actualization; typical jobs are not anymore relevant to earn a living. People are looking for more.
WHAT?
As per a recent study, over 60% of leaders failed on how to deal with business crises during the pandemic. It’s imperative to equip leaders with new skill sets to be future ready.
ML, AI, and Empathy Science?
With work populations increasingly making business sense to work remotely, it is now a necessity to harness data & neuroscience coupled with AI to understand emotions better to engage workforce.
HOW?
Explore our case studies to see how we dealt with these challenges, and the success the unique Seintiv TLCM approach has met with below.
Seintiv has been proud in delivering critical leadership mandates across the globe. A wrong hire at the leadership level can take an organization back by 24-30 months as its not only a drain on the cost, but also puts you behind by a few steps in competitive market share & strategies. We managed to deliver these exclusive mandates via global mappings & competency driven assessments for domain, as well as the right cultural fitment.
In this scenario, we explore how Seintiv transformed an SaaS Company through customer-centric mid-level management learning journey.
The client sought to elevate their customer-centric approach and instil a culture of customer obsession within their organization. They recognized that their mid-level managers, with 5-8 years of experience, played a pivotal role in achieving this goal.
The client engaged with us to create a specialized learning journey for 25 mid-level managers. The program combined team coaching and in-class experiential learning to develop key customer-centric competencies.
A comprehensive assessment identified gaps in customer-centric skills revealed the need for targeted development.
Clear objectives were established, focusing on customer personas, communication, empathy, problem-solving and data-driven decision-making.
A customised curriculum covered critical aspects of customer-centricity, using real-life scenarios from the SaaS industry.
The program blended team coaching sessions for collaborative learning and in-class experiential learning to apply concepts in real-time. The learning journey was structured with pre and post assessments, one on one feedback sessions and on the job monitoring.
In this scenario, we explore how Seintiv helped foster a “whole business mindset” through team coaching and learning for a gaming solutions company
The client sought its managers’ perspectives beyond departmental silos and develop a holistic, whole business mindset.
A tailored learning journey was created, incorporating team coaching and learning, to nurture a holistic perspective among the company’s managers.
The initiative began with an assessment of the current mindset and understanding of business operations among managers. Clear goals were established to foster cross-functional thinking.
Centered on understanding the interplay between different departments, identifying opportunities for collaboration, and developing a deep knowledge of the gaming industry.
Customized content emphasized the interconnectedness of various business functions within the gaming industry, including game development, marketing, customer support and revenue streams.
The learning journey employed a mix of team coaching sessions and interactive workshops. Teams were encouraged to collaborate on real business challenges.
In this scenario, we explore Seintiv’s “Leadership Expedition” – navigating corporate challenges.
To develop strong leadership and problem-solving skills among mid-level managers to effectively address and overcome complex business challenges.
In collaboration with (L&D/HR team of Client), this experiential learning program was successfully implemented to enhance the leadership capabilities of their mid-level management team. The program was designed to provide hands-on experiences, simulations and real-world scenarios that allowed participants to apply leadership principles in a dynamic and challenging environment.
Participants were divided into cross-functional teams and presented with a real-life business challenge that client had faced in the past. They had to work together to find innovative solutions, considering various perspectives and constraints.
A two-day outdoor retreat was organized to foster teamwork, trust and communication among participants. Activities included problem-solving challenges, high ropes courses and team-building exercises.
Prominent industry leaders were invited to share their experiences and insights on effective leadership and navigating corporate challenges.
Each participant received feedback from peers, subordinates, and supervisors to gain a comprehensive understanding of their leadership style and areas for improvement.
Participants applied their newly acquired skills to real projects within client, with ongoing support and mentorship from program facilitators.
In this scenario, we explore Seintiv’s role in enabling effective conflict resolution between teams.
To reinforce trust and communication between two inter-departmental teams and enhance their performance.
A 3-day program in collaboration with the functional heads and HR head, this experiential learning program was used along with fireside chats.
Participants were divided into their functional teams and asked to pen down their grievances against the other function.
A two-day outdoor retreat was organized to foster teamwork, trust and communication among participants. Activities included problem-solving challenges, high ropes courses and team-building exercises.
Both parties were asked to share their notes with the other one. Each party was asked then to understand, comment, share and appreciate their problems from each others notes as a final outcome document.
Both teams were asked to stand on two opposite sides and were asked to think from the their side to solve the problems discussed on Day 1. Eventually the code was cracked by the participants and realisation occurred – to stand on the same side of the rope to solve all their problems.
In this scenario, we explore Seintiv’s role in helping implement the Coaching Circle Program.
To solve the career growth concerns of the mid consulting cadre that had slowed down for multiple years
A 3-day program in collaboration with the functional heads and HR head, this experiential learning program was used along with fireside chats.
Career managers could be different from their Mentor.
Mentor could be of personal choice
Created a forum of external coaching circle to resolve keys issues that could have gone in a deadlock.
The consulting cadre of professionals could reach out to their coaches and resolve concerns beyond performance.
They deliver holistic financial solutions to clients, including innovative products. The organization stands for its quality and excellence in work, known for its people processes by recognizing extraordinary performance among employees, provide wide-ranging training and development opportunities, and benefit from a diverse range of perspectives to create value for clients, shareholders, and communities.
The organization needed the talent benchmarking for MENA for its future endeavours for this region. They engaged Seintiv to conduct in-depth market research on people, processes & global benchmarks.
Seintiv engaged to understand the detailed outlook of what the client wanted. We conducted the workshop to define purpose & vision for the engagement, regional competition & the possible scope of solution.
Seintiv conducted the 360º talent mapping basis the talent availability in region, the demographic outlook for local & expat talent, the original talent hubs & drivers to attract right talent, compensation & benefits benchmarking, regional policies & know how to engage & retain best talent.
The Talent Board, engaged during the process, received & appreciated the detailed perspective. The proposal & report may result with the global financial organization entering in this region creating more employment opportunities & economic contribution to the ME business.
This organization is a leader & well respected for its market share & growth story. Heavily focused on global brands, private label products & its people processes make its preposition unique & exemplary.
The GCC market has always been depended on European leadership talent due to product & digital background. Seintiv was engaged to conduct extensive MENA based leadership talent scan to tap the Arabic speaking new leadership talent pool.
The project was not unique but complex considering the regional retail dynamics. The business leaders knows the journey of popular brands & people driving it. Seintiv conducted the in-depth research to prepare the leadership talent heat map. We ensured tapping the uncovered regions like Israel & Egypt for newness in data.
Seintiv mapped 396+ leadership names via secondary research across Israel, Egypt, Kuwait & Jordan rather names form saturated KSA & Dubai market. Additionally, Seintiv conducted the “interest to relocate” check exercise ensuring our client is getting vetted information.
The in-depth secondary report data & presentation by Seintiv was well received. Additional due diligence to ‘check interest’ will lead to identifying potential prospects.
With the change in business strategy & growing impact of MENA, the firm is aggressively growing its presence & footprint in the region.
The organization is losing its key talent. With the global pandemic, it’s difficult to hire people from the outside world. Seintiv was engaged to conduct the benchmarking with the direct competition to overhaul the people package, eyeing to retain their key talent as well as attract new talent from the competition.
Seintiv defined this benchmarking project with dimensions such as:
Seintiv prepared business analytics for:
The organization is reviewing the proposed solutions for changes & its cost impact. The leadership engaged is positive about the recommendations.
Retaining and engaging “offered candidates from India/SEA” and onboard them in this uncertain pandemic scenario has created a business continuity challenge.
The organization engaged Seintiv to create a “Keep Warm Program” ensuring maximum engagement with minimum human interventions. This is also to ensure the key talent offered is virtually ready to board the flight as soon as the restrictions are open.
Seintiv introduced “Bots-Driven Keep Warm Engagement Model.” This is specially designed to engage & onboard candidates virtually. This is a scalable & future ready approach.
Virtual onboarding via “Seintiv OTAS Bots”:
The proposed POC was well received & is in user testing phase. Once ready in a few weeks, it will be implemented to ensure the organization is covered with “key talent engagement” during this pandemic uncertainty. The vision is to create an “all-season” virtual onboarding toolkit for the future.
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