Helping your leaders move

to their next orbit

What approach do you take to You could hire a coach for your senior leaders.
This does help with personal transformation but
develop and support your senior is still not a collective process. This could create
leaders? leaders but does not create collective leadership.

When it comes to the senior leadership team and
their development, you know that you cannot
take a chance. You would like to make the
developmental journey contemporary, relevant,
linked to the business goals and above all
personalized.
You could send them to the best management
institutes to do a short-term leadership
workshop. But then it’s an individual journey
not a collective journey of the leadership team.
Also, it’s not personalized.
You could design an offsite/retreat. Then you have
deep insights but, in all likelihood, merely
surfacing insights does not actually lead to any
meaningful change or development.
As a Learning and Development leader, you are
interested in long term perspectives, will like to
explore what would be really meaningful and
wants the best possible solution that your leaders
would find impactful.

What we found useful

From our past experience, we found that 3 things
are important when you plan a leadership devel-
opment for leaders.

1. Making it contextual

How could you bring your business context into

the program? This way the learning journey
would get linked to the business context and
future business aspirations of the organization.
We have a methodology to inculcate this into the
learning journey.

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 2. Focusing on Three Different
aspects
We need to focus on developing Human
Capital, Cultural Capital and Social capital and
make it personalized. Human capital is the
competencies that someone wants to develop to
increase his or her abilities, cultural capital is im-
bibing, and demonstration of Organisation Values
and Social Capital is the networks and support
systems one builds. We have a broad leadership
model that allows the business context and these
competencies to get integrated so that your
leadership development design is linked to
individual and the organizational context.

3. A blended approach
Here we found that a 3-step approach can be quite effective - An initial workshop at the beginning and
one at the end, with in between one on one coaching and driving action learning projects create the best
results. Thus, encouraging learning by doing, learning from experience in the workshop and
personalized developmental action through coaching.
We have used this methodology with Mercedes, Fractal Analytics, Jindal, Aircel, MSD, Novartis, RBS,
Sterlite Power and now starting with Sterlite technologies.

The ODA Way

We work with stakeholders in the organisation to create content, measurement mechanisms,
branding the program, deciding the senior leaders in the organisation who will facilitate fire side chats
and finalise the details of the design.
The workshops, at the beginning and end are one to two days in duration.
There is a pre coaching conversation before the workshop and then two coaching conversations in a
month for six months usually. The coaches are trained and with experience in senior leadership roles.
There is also one three-way conversation where the coach, coachee and his or her manager come
together.
Coaches at the end also provide an individual report of each coachee.
The entire project management is managed by ODA.

Our Expertise
We have worked with large number clients in the area of leadership development and have expertise
in assessment, designing developmental journeys and facilitating those journeys. Pepsico, Novartis,
Schneider Electricals, Fractal Analysis, GSK, Mercedes, RBS, Vodafone, Metlife, WNS, IDFC Bank, ASK
wealth management, etc
We have a pool of coaches with industry background and experience. Because these coaches are partic-
ipated in several leadership development interventions of ODA, they know how to support a leader-
ship development journey rather than just providing coaching support.
We use a phenomenological model that focuses on individual uniqueness and believe that everyone
could lead based on whom they are. This makes the developmental journey personalized.
21 Years of experience and constant positive feedback from clients
Ability to create measurement mechanisms and effectively project manage the entire intervention.

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