Stimulus Consulting Private Limited Kammanahalli, Bangalore, Karnataka

A need of the hour, when team members sit at different geographies and timelines, we conduct online training to overcome the logistical challenges of conducting an in-room session. Using technologically advanced virtual meeting platforms (audio & visual) we facilitate sessions that are highly interactive and engaging.

Our approach to training is holistic and long term. We understand the requirements of our client organizations and, through our different tried and tested processes, assist them in identifying and drawing out the specific areas in which training is required in their organization. Based on the needs analysis, workshops are designed to address the concerns voiced by the client. The next stage is the delivery of training, wherein our consultant trainers provide the necessary inputs and learning points to the participants and help them prepare an action plan to implement the new learning. We also focus on extending post-training support to participants and client organizations, through our follow up sessions and e-mail contacts. We, thereby, help remove any obstacles that they may face, help them in the implementation process, and later, partake in their success. The training does not focus on adding to the knowledge base of the individual. At Stimulus, we understand that flooding people with facts and concepts does not inspire the change process. Keeping this in mind, our training takes the individual to the roots of his own beliefs; and helps him realize and understand the need to change. The workshops are designed to be highly interactive, thus providing an opportunity for the participants to take the initiative in drawing out the learning and committing themselves to implementing the new learning. Our process also includes three levels of training effectiveness evaluation, as suggested by the Donald Kirkpatrick model.

The EES is an online survey, built on the philosophy ‘A happy employee makes a happy customer’. If the employees are mentally and emotionally invested in their work, then they commit and contribute to their employers’ success. The unique rating method of this survey helps the organization to understand the levels of real engagement, rather than mere employee satisfaction. Features: The Stimulus EES survey generates detailed reports on: The overall organization The individual departments The individual managers Comparison between managers and departments Unedited descriptive comments from the employees Benefits: Have a deeper understanding on the overall climate of the organization Define the levels of engagement or disengagement of employees within the organization Identify the weak links within the system and draft action plans for improvement Prioritize needs of the employees

This is an indigenously developed web-facilitated survey administration and reporting tool.The process or system allows you to measure behaviors that are critical to your success. It lets you compare your own perception of yourself with that of others working with you; see how your behavior has an impact on the on the people with whom you work. Features: High flexibility - competencies and behaviors can be customized as required for your role within the organization User friendly Ranking of competencies – allows you to identify your strong competencies as well as the ones, where development is required Ranking of behaviors – Identifies the ten highest rated and ten lowest rated behaviors of yours Benefits: Identifies your strengths and weaknesses Helps you build action plans on leveraging your strengths and minimizing the gap areas Provides confidentiality to your colleagues and external partners to express their honest opinions on you Allows you to measure your progress over time Discovers hidden strengths

A growing organization requires processes and standards that will measure the success of its growth. It cannot ignore the role of robust processes, if it needs to maintain its quality of products and services; more so in the area of performance management of its employees. In most organizations even today, performance appraisal remains a time in the year marked with a lot of heartburns, despair, broken dreams and loss of good talent. Much of this can be attributed to a very subjective appraisal system. Our experts will help your organization design and implement a more objective way of evaluating the performance of your people that is acceptable to the appraiser as well as the appraised. This way, we help you minimize those awkward moments, emotions and disappointments that help you to ‘keep the good ones’ with you.

Using innovative themes and activities, our experts conduct teambuilding exercises in the outdoors. These can be simple lawn based activities, or highly physical activities based on your team’s choice. We have done teambuilding for teams of 20 up to 200. Some of the innovative themes we have used in teambuilding are: Treasure Hunt across unique tourist spots Launching a restaurant CSR based teaming Creating a movie Garage band / Kitchen orchestra Fashion shows using non-traditional materials Village Olympiad Auto rally The big fat Indian wedding

In these times of instant gratifications, businesses look for immediate results. The buzzword, often, is ROI. However, what goes unnoticed is the fact that any business is like a tripod with three legs supporting it – Customer, Employee and Financial Strength. By giving attention to only one or two of the legs, businesses may stand to benefit in the short term. But it creates an imbalance in that organization’s ecosystem that can have adverse impact in the longer run. Leadership Through Engagement (LTE) is a highly unique, innovative and all encompassing approach built on the philosophy, ‘A happy employee creates a happy customer, who in turn, makes the organization happy through sustained business’. Spread over a period of one year or more, this approach conducts a health check of the organization, its individual departments, and its leaders. It deep dives into the practical, on the ground realities of the business and its people, and helps arrive at more tangible solutions. Everyone shares the ownership of the success of the business.

Leaders are not born; they are developed. Anyone can be a successful leader, provided he/she has the right qualities. Leadership Academy is a comprehensive approach to develop leaders within an organization, over a defined period of time. The academy intents to improve the leadership competencies of emerging leaders, through a strategically planned, multi-part intervention. It gets them to adapt and align themselves to the organizational vision; take up leadership responsibilities and groom themselves over a period, using a blended learning approach.

Our experts, coming from an eclectic background of industry experience, conduct training sessions on a variety of skills and behaviors under seven umbrellas: Marketing and Sales Customer Service Managerial Development Business Communication Managing Partners Personal Effectiveness, and Emotional Intelligence

Our consultants assist you in strategically integrating effective HR processes, programs and practices into your daily operations. Our role is also to maximize the client’s performance related to human resources by introducing or marketing best practice products or services, as well as to provide periodic feedback.

When leaders climb the ladder to adorn greater positions in an organization, they get very little time to attend training sessions. At that level, they would have already attended many trainings, and their challenges are unique to themselves. Executive Coaching is a one to one collaboration between a certified coach and a senior executive. Our certified coaches, by the International Coach Federation (ICF), help senior leaders attain their maximum potential in their roles. Instead of providing readymade solutions to their challenges, we enable them to discover their own solutions to them.

Segregating your employees based on their performance has always been an uphill task within organizations. The challenge has mostly been to recognize the ‘what’ and the ‘how’ of a goal being achieved. Or how does one differentiate between the results and the efforts of an employee’s performance? Who should I keep, and who should I let go – the one who achieved who grew the business, but does not believe in the organizational values; or the one who lives the values but struggled in meeting his targets? We can help you segregate employees based on their performance and potential. This classification is done using tools like the ‘Nine Blocker’. This helps organizations to plan their reward & recognition schemes. It also helps define employee retention and development plans based on the differentiation.

We believe, as you do, that every employee has a right to grow. And it is the organization’s responsibility to show them the growth path. On the other side, organizations need expert hands to lead the teams to higher success. Our development centres, with an acute focus on professional development of your employees, can help you create a scientific development plan for your emerging leaders. This will also generate a leadership pipeline within your organization. Through a gap analysis of the competencies required for the future role the employee is being developed, we draft a long term development plan for the employee.

A competency model is a valid and measurable list of the knowledge, skills, and attributes (KSA) required to perform a job function. They act as guidelines to demonstrate behaviors that would result in outstanding performance for each job role. They also become parameters for assessing new candidates in a hiring interview. Our Assess International certified assessors help you build competency models for the various job roles within your organization.Our assessors also help you define behaviors that exhibit these competencies.This, in turn, will become your assessing scale for candidate selection and performance appraisal.

More often than not, a candidate is selected because of his / her technical capabilities. This often results in a role misfit that the company and the new employee will soon realize. Needless to say, attrition follows. Our certified consultants can help you select your ideal candidate through a multi-level Assessment Centre process. This would include case studies, in-basket exercises, group discussions, behavior based interviews and psychometric analyses. This kind of an assessment gives more emphasis on the candidate’s fitment into the larger role, than just the technical capabilities.