Advanced Strategic Management Program – IIM Indore

Term 3
Report on Group Project 1

Team Name GYROscopers

Team Members Prosenjit Routh

Subramaniam Gurumurthy
A.M.Kottal

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 Advanced Strategic Management Program – IIM Indore

Table of Contents
1. Introduction ....................................................................................................................................................... 3
2. Design Thinking for designing a new program for senior management ........................................................... 3
2.1. Approach Adopted......................................................................................................................................... 3
2.2. Strategies for design thinking for learning and development ....................................................................... 4
2.3. Key highlights of using design thinking in organization’s learning and development .................................. 4
3. Program Details ................................................................................................................................................. 5
3.1. Program Highlights ........................................................................................................................................ 5
3.2. Objective, Structure, Content & Pre-requisites ............................................................................................. 5

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 Advanced Strategic Management Program – IIM Indore
1. Introduction

Here we would like to design the senior management program for the senior and middle level managers of
our organization with intent to transform them into strategic leaders and for that we have decided to use
Design Thinking framework to design the program in line with our business need.

2. Design Thinking for designing a new program for senior management

2.1. Approach Adopted

To bring in a highly personalised and contextualised learning and development solutions in our business, we
would perform the design thinking analysis for designing the new program for senior management in our
company.

 Empathise :
o Activities performed :
 Identify the key stakeholders of Paediatric Segment business
 Conduct interview & workshop session with identified stakeholders
 Explore what the business needs in employee development
 Focus on "empathising" with employees or looking at learning and development needs
from the employee's perspective.
 Define :
o Activities performed :
 Performed detailed analysis of identified problems
 Prepare Point of View with detailed insights
 Define program structure, its coverage & contents
 Finalize the Point-of-view
 Ideate :
o Activities performed :
 Explore the types of solutions that could address the employees’ learning and
development needs and the organisation’s performance needs.
 Focus on creating numbers of ideas using brainstorming techniques
 Choose the concepts that have the most potential to meet the needs of the persona
 Prototype :
o Activities to be performed :

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 Advanced Strategic Management Program – IIM Indore
 Prepare prototype for one or more concepts from the ideation stage.
 Build a low-fidelity, inexpensive, but tangible version of the chosen ideas with which the
users can interact during Test phase.
 Test :
o Activities to be performed :
 Test the prototype to work out whether it solves the problem for the persona
 Collect test reports

2.2. Strategies for design thinking for learning and development

Design thinking for learning and development can be our organisation's best competitive advantage in an
environment where technology is advancing rapidly and information is readily available. Learning and
development become a continuous process because our staffs need on going upgrades to stay ahead of the
market. Having a design thinking program in place, ideally with the help of outside experts, is essential.

 Involve the Staffs & Other stakeholders

o Work closely with the employees and staff members
o Empathise with them through both observation and engaging interviews
o Co-design workshops to get as close to the audience as possibl
o Gather the qualitative data you need to create the best learning and development program.
 Use personas
o Use personas to design an empathetic, specific, and personal learning and development
program.
o In defining personas, explore what the person thinks, feels, and does on particular issues.
o Look at their needs, pain points, workflow, and day, and consider how they currently learn and
access information.

2.3. Key highlights of using design thinking in organization’s learning

and development
It opens up the possibility of understanding our learning and development challenges more deeply and
implementing a learning and performance solutions that aligns much more closely with our employees'
needs.
 Human-centred innovation

Design thinking helps the organisation to leverage human-centred innovation. By using the stages of
design thinking to innovate how we develop learning and development programs, we continuously
improve upon our processes by drawing on real-world data, from co-creators and user feedback. Rather
than relying on theoretical research or historical experience, we use real-time feedback, gathered
through iteration of learning programs, to adjust, refine, and improve.
This can result in a much more considered solution to our organisational learning need, since we look
deeply at learners' needs and workflows. It helps obtaining a better understanding of the problem and
redefining our learning and development challenge.

 Continuous improvement

The rapid-prototyping approach to learning and development systems starts with a deep understanding
of the problem. Then we keep developing, testing, improving, and prototyping the learning system
rapidly until we end up with the right training program. This can result in a continuous improvement

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 Advanced Strategic Management Program – IIM Indore
approach that helps our organisation find an optimal learning and development setup that fits our
employees' unique skill gaps closely.

 Overcome filters

Every organisation and its leadership has its filters or biases, and these ways of looking at things can
support us to understand problem-solving and decision-making. At the same time, when it comes to
learning and development, our filters can hold us back. For example, if we're already focused on mobile
learning, we might be naturally biased towards mobile approaches to learning.
A design-thinking approach to learning and development helps us review the problem through another
lens and look at it deeply. Our organisation is then better placed to design a suitable solution for our
learners, and the solution will be learner and business focused.

 Open-minded

Compared to other learning and development approaches, a design-thinking-developed program

doesn't start with a defined outcome. The goal is to keep the solution as undefined as possible so we
can look deeply at the problem and come up with the right solution without being bound to
preconceived notions about what the answer is. This open-minded approach can result in an innovative,
creative answer to our employees' learning and development requirements.

3. Program Details

To transform senior and middle level managers into strategic leaders, it is required to broaden their
understanding of the emerging business environment, hone their quantitative and qualitative skills. This mix of
hard and soft skills is offered through the one-year Senior Management Programme.

3.1. Program Highlights

 Exclusively designed for senior and middle level managers to develop future leaders
 Designed with a mix of experience sharing, real life case discussions, assignments and industry/research
based projects besides in class lectures
 Blended Learning Program with in campus and week-end classes through Virtual Class facility
 Course with well mix of Fundamental (Brings all the participants onto the same platform) and Advanced
modules (strategic in nature).
 Learning Opportunity from experienced group of industry professionals

3.2. Objective, Structure, Content & Pre-requisites

 Objective

This programme has been designed specifically for senior executives to:
1. Equip them with tools and perspectives to make well-considered strategic decisions
2. Enhance their existing functional competencies
3. Develop on tools and techniques required for managing organisations

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 Advanced Strategic Management Program – IIM Indore
4. Transform them into strategic leaders.

 Who can Attend

The Programme has been designed for

o Senior and Middle-level managers with more than ten years of work experience.
o Managers newly taking on (or likely to take on) senior management responsibilities
o Senior functional managers moving to general management roles
o Practicing senior managers who wish to update themselves on recent management thoughts
 Duration & Delivery
o The duration of the programme is 6 Months
o The sessions will be delivered through online platform twice in a week (Saturday 9am - 12 pm &
Sunday 9am – 12 pm).
o In Campus classes will takes place once in ever 2 months, having each session of 3 days.
 Course Content
The course includes the following topics
o Corporate finance
o Global & Indian economic environment
o Financial Reporting and Analysis
o Business & organisational strategies
o Marketing Strategy
o Operations & operational strategies
o Organisational behaviour
o Leading organisational change
o Managing Human Resources
o Negotiation & interpersonal communication
o Law, politics & society
o Information systems & digitisation
 Pedagogy
In this program the lectures will be enriched with
o Case studies – Case studies in both Text & Video mode
o Corporate examples – Real life scenarios
o General discussions

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