2. American Express
Blue Box Development Platform: It aims at imparting leadership
development, business fundamentals and functional skills. As part of
the American Express leader’s development, each leader is coached
about channels/vehicles that may be used to develop his/her team
members based on their learning style as well as the best-fit.
Some of the major pillars, that are key to ensuring that the model
works for all, follow:
- Each employee’s personal accountability towards self development
- Leaders are required to ensure that their direct reports have
created an actionable development plan
- The organization provides multiple dimensions and resources to
learn as well as learn from (more than 3000 online training
solutions).
3. NIIT Ltd.
The NIIT Global Leadership Program was launched to build a leadership
pipeline for roles that need to be filled in the years to come. Keeping this
objective at the fore, a global leadership program was launched in 2008 to
identify and develop the “leaders of tomorrow”, who might be groomed to
take on Sr. Management positions in future. The program was
conceptualized, designed, and executed in-house. The participants are
developed on various management skills.
The key objectives of this program were to:
- Groom the next level of leadership for higher roles.
- Provide general management skills in line with the organization’s
objectives.
- Recognize high performers by putting them through an “elite program.”
- Expose leaders to global best practices through interaction with academic
and industry leaders
- Assess suitability of potential leaders for next roles within the
organization.
4. Qualcomm
A unique feature of Qualcomm development initiatives is use of
“disruptive learning”, which is a philosophy around a series of programs
with external thought leaders and industry experts who expose employees
to different ideas, new ways of thinking and leading-edge innovation. This
series encourages employees to go beyond evolutionary work to
revolutionary work.
5. Eureka Forbes Limited
Eureka Forbes Limited formed its own ‘Academy of Learning’ for fulfilling
the development needs of its people and shaping their latent talent in
alignment with demands of the industry and trade.
Academy offered two basic courses towards ‘Self and Leadership
Development’.
A distance-learning Management Diploma was specially designed by
Narsee Monjee Institute of Management Studies (NMIMS) for customer
sales specialists, group customer sales specialists, team leaders and group
customer service specialists and service supervisors. While initially the
diploma was aimed at the sales team only, now it has been extended to
the service team to bring about increased customer orientation in the
company. Secondly, a Leadership Self-Learning Program is for branch
managers, divisional sales managers and area sales managers. This
program covers a host of managerial and leadership skills and uses course
material imported from abroad from Crisp Publications.
6. Mc Donald
Developing Store Managers:
1. Basic Shift Management [BSM]:It takes place at the Floor Manager
2/Trainee Manager level. BSM also deepens the candidates understanding
of operational skills, standards and procedures.
2. Advanced Shift Management [ASM]: The ASM is intended for a new
manager who is transitioning into running the restaurant shifts. It develops
the manager's ability to observe and gather facts, analyze information, and
then act and communicate according to McDonald's policies and good
business/people practices.
3. Effective Management Practices[EMP]: The EMP is an opportunity for
Assistant Managers to gain knowledge of recognizing various real-world
problems within the restaurant and the different approaches in analyzing
and resolving them.
4. Restaurant Leadership Program [RLP]:It focuses on the skills and behaviors
necessary to drive business results within a McDonald's restaurant
environment. This includes a focus on leadership skills, team building,
decision-making strategies, and problem solving.
7. Makemytrip
MMT has designed a Managerial Excellence Workshop-SUMMIT for all
people leaders and managers across all functions at MMT. This 2-day
intervention was followed by 4 face to face coaching sessions for the next 4
months. This program was designed in partnership with Manford - an
industry leader in driving people and enterprise development, corporate
breakthroughs and executive coaching domains.
This 2 day intervention which was customized to address our key people
management priorities focused on:
–Enabling Managers to understand the dynamics of managing relationships with their
teams and integrate Cross Functional Appreciation
–Fighting mediocrity in the workplace; thorough striving for excellence
–Capitalizing on the platform to build relationships and add value to enhance
business
–Providing insight into the functional and dysfunctional styles for personal
effectiveness. Gain understanding of factors influencing service management.
–Inspiring and motivating teams for the value they add to the organizational mandate
of growth and development of its people.
–Understanding various conflict handling styles and gaining appreciation
8. InterGlobe
The company believes that communication is of great importance when
dealing with people. Keeping this in mind it designed program on
communication called Communication for Excellence. The program has
been especially developed for leaders who need to perform at their very
best in a highly demanding working environment. Participants learn how
to unlock their own talents and potential, get sensitized to the
communication styles of others thus enabling them to pioneer and
maximize their performance.
This workshop was conducted by Yiftach Sagiv, a globally renowned
management consultant with The How Company, Netherlands. This is an
inspiring development intervention which leverages the best of
experiential learning to weave a lasting learning experience.
9. Intuit Technologies
Intuit Technologies has Rotational Development Program and the Finance
Rotational Development Program which puts approximately 20 highly
qualified college graduates to the test in a 27-month training program,
exposing them to all parts of the Small Business Division and the finance
and operations organization. Associates develop their potential to be
future leaders and rotate across key business functions and locations to
gain a deep knowledge of the customers, products and internal processes.
10. Qualcomm
Emerging Leader Program (ELP): To prepare future front line leaders and
build the leadership pipeline, Qualcomm offers ELP. It is designed
specifically for individual contributors who have the potential and desire to
be future leaders of the company, giving them an opportunity to
demonstrate early leadership skills and expand roles within their
functional area. This program takes participants through a dynamic
blended learning experience over the span of 12 weeks and includes a
180-degree assessment (self and manager ratings), day and a half
classroom session, four one- to two-hour virtual meetings, one-on-one
sessions with their manager, learning partner meetings, online learning
components, and learning community website
