Professional Documents
Culture Documents
Case Overview
Prime de Vera was started in 1997
A team of 10 dedicated Consultants slowly built a reputation over the next five years,
gaining various repeated assignments
After a success in the mass market the team soon decided to move into the niche segment
Soon the team size grew to accommodate that they developed robust systems for employee
development and mentoring
In 2010 the team realized that due to multiple swapping of consultants, they were failing to
provide a focused recommendation
Also consultants were swamped with too many projects due to which their ability to provide
the focus on their personal learning enhancement, customers and mentoring their own staff
development was slowly dwindling
Focu0073ing on senior consultants, they launched a leadership development program to
enhance their analytical and people skills
It was conducted in 2 modules: : one week classroom inputs focusing on leadership and
functional knowledge, and three days in a development centre. Between the two modules,
there was a gap of four months. The participants completed a 360 degree feedback exercise
and the feedback was sent to them before the start of the second module
Plan of Action
He should reach out to his senior management and seek mentorship and guidance with
them.
Improve pressure handling abilities and not let his work get affected by it.
Interact more with his team. Engage in some fun trust building activities which will help
employees feel more comfortable reaching out to him.
Be more empathetic towards his team. Organize informal meets with them and have
conversations which will help him understand better.
He ought to investigate different areas and expand on his solid organization in the field he is
best in so he can effectively change over an ever-increasing number of customers and, with
the assistance of networking can break best offers, keeping customers fulfilled
simultaneously towards acquiring more customers and keeping them fulfilled.
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