2. The objective behind starting an organization like
Emporkommen lies behind the meaning of the word.
“Emporkommen” is a German word which means “to rise”.
We believe in empowering employability, awakening,
developing, and rewarding the greatness of a Company's
Human Resource Capital through Innovative initiatives.

3. • Talent Management
• Organization and Business Model
• Engagement Intervention
• Competency Assessments
• Organization talent mapping/Review
• Training and Development
• Performance acceleration
• Leadership Development
• HR Audit/ Surveys

4. Our approach

5. •What we bring to table
•Our approach
•The methodology we adopt
•Our Process
•Coaching engagements
•Goals we support

6. Strong business acumen, coupled with business
executive coaching expertise
Coaching specialties that allow us to match our
coaches with the unique needs of every learning
leader
Experience in a diverse range of industries and
functions
Coaching expertise that spans all leadership

7. •Our Holistic Approach
• We work with the whole person and apply
advanced methods to enhance your self-
awareness. We believe that change is more
likely to happen with an inside-out approach as
opposed to outside-In. In other words, your
commitment to change and improve needs to
be your idea, not someone else's. We work with
our clients to develop the attitudes needed to
embrace improvement

8. Our approach to executive coaching focuses on
improving a coachee's performance and
strengthening the connection between his/hers
objectives and those of his/her organization
Our four-phase process (Partner, Plan,
Perform and Progress), is designed to:
Assess and document coachee’s developmental objectives
Involve, communicate and obtain consensus from all stakeholders
in the coachee's developmental process
Review and measure outcomes and accomplishments, including
ongoing development recommendations

9. •Partner :-
• Assess coachee’s coaching needs ie
assimilation development etc
•Determine outcomes and stakeholder’s roles
•Select relevant coaches
•First meeting of stakeholders
•Define – Objectives ,Goals ,coaching process ,
purpose and boundaries
•Develop “statement of work “(SOW) that
includes outlines of coaching, background
process , costs etc

10. •Plan
•Formal coaching and development begins
•Provide program material and leadership guide
•Conduct 360 degree interview process
•Identify development areas and activities
•Prepare coaching plan
•Review coaching plan with Manager and HR

11. Perform
Coaching starts on predefined sessions per
month
Continuous evaluation required
Conduct development activities
Feedback
Provide articles, books , exercises etc
Mid point review

12. •Progress
•Assess progress, Outcomes, accomplishments
•Checkpoints with 360 degrees respondents
•Provide developmental recommendations and
reinforcements post engagement
•Provide extensions when valuable for
sustainability
•Checkpoint with stakeholders for feedback on
coaching effectiveness
•Provide to organisation

13. Leadership Development
Assimilation and On-Boarding
High Potential
Start Up/Spin-off
Peer Coaching
Performance Turnaround
Career Guidance

14. •Role Clarity
•Visioning
•Conflict Management
•Stress Management
•Emotional Intelligence
•Executive Presence
•Executive Presentations/Communication
•Senior Team Strategy
•Succession Planning
•Team Development