Organization Development Interventions

Based on the data collected during diagnosis phase, we come to an agreement with the client on the specific aspect of the problem to be addressed. For instance in case of addressing employee turnover, there could be several reasons contributing to the same – better compensation, office location, nature of work, skill mismatch etc, just to name a few. Since it may be irrelevant to address every factor, we would recommend the top few concerns that would need addressing, which would address the problem significantly.

Here, adequate internal iterations and diagnosis is conducted to ensure elimination of Type III error – attacking the wrong problem/cause. Since the BCL team comprises of professionals with varied areas of expertise in OD such as Performance reengineering, employee engagement, executive retention, talent motivation the problem is clearly defined based on the organizational situation rather than the consultants’ area of specialization.

The OD strategy is agreed with the client with clear cut timelines and deliverables for each stage of the project. The project sponsor, time commitment from the leadership team along with identified responsibilities is well established to ensure the success of the intervention.

In this phase, we integrate the action plans, along with plans for communications, learning and evaluation into an overall Implementation Plan. Broadly, we perform the following in this phase :

1. Integrate the Implementation Plan and its various associated plans throughout the necessary systems in the client’s organization.
2. Ensure continued motivation and momentum to implement the plans.
3. Monitor the status of implementation using the measures of success identified during the action planning.
4. Regularly communicate status to all relevant stakeholders.

 We guide and support the client in maintaining the plan in the long term.

In this phase, the goal is to   

1. Decide if the issues that were identified during discovery have been successfully addressed.
2. Agree with the client if the vision for change has been achieved  
3. Evaluate if the action plans, desired goals and outcomes have been achieved.
4. Decide whether it is necessary to cycle back to any of the earlier phases, in case where the objective/s have not been achieved to satisfaction or proceed to project termination.
5. Establish if the critical success factors identified during the discovery phase has been achieved
6. Ensure that the organization has successfully adopted the new structures and practices to avoid similar problems in the future

The purpose of this phase is to ensure there is an effective termination of the project.  The activities recognize key learnings from the project, acknowledge the client's development, formalizes the end of the project, and identifies next steps between BCL and the client.

We agree with the client that there is no project creep, in cases where the project is more pervasive and the requirements for success keep expanding. It aids in avoiding unethical dependency of the client on the relationship with BCL, thereby making the client independent.

Career development today is more of a basic need than before. With multi-generational workforce at work, a customized career development strategy is imperative for organizations to retain talents. We help in identifying multiple career tracks for chosen set of roles, develop career guidance programs, socialize the development plans across target groups and develop accreditation thresholds for advancement.

 Global standards require companies to create workplaces that are diverse, equitable and inclusive.  Organizations need robust advocacy with a top-down approach and our experts step right in with a diagnostic approach to assess, evolve programmes around DE&I concepts. We help construct policies, review processes for hiring strategies aligned with global practices, develop leadership programmes, create various resource groups, provide inputs of metrics, communication and monitor for improvement, quality and course corrections.  Our team also facilitates partnerships with external organizations, for networking, for initiatives driving social impact and development of communities.

In this VUCA and ever evolving world, our team has successfully developed and supported many organizations and institutions through mutually efficacious alliances, serving as a platform for skill development, practical exposure to the professional world, research collaboration, networking opportunities, internships, and placements

• Targeted employability Training with spotlight on

1. keeping up with existing job market trends
2. competencies relevant and in demand in specific industry

• practical and hands on learning experience

1. tailored approach to specific tasks and responsibilities
2. training approach customized per relevant tools, technologies, and methodologies
3. the ever-necessary rudimentary behavioural skills non-negotiable for successful performance in any professional set-up.

• Collaboration and networking opportunities with professionals of relevant industries leading to possible provision for dynamic platforms for job opportunities and career advancements
• Provision of industry-recognized certifications that provide the instant recognition, fillip and the necessary edge to a candidate’s employability in niche industries.
• Continued intervention

The cardinal objective of employability skills training once achieved requires viability as students transition from mainstream academics to a diametrically contrasting world of the corporate.  Our key solutions involve -

1. Seminars and Workshops on themes relevant for professional development such as communication skills, etiquettes, leadership skills, workplace ethics and the like
2. Coaching programmes involving student mentorship via ‘connect and collaborate’ model with industry experts who offer advice and guidance in weaving their way across the corporate world.

• Events involving insights on industry experience by professionals on top of their game, to guide students in understanding the dynamics and set expectations of the corporate world.

1. Real time Mock Interviews – our simulative one on ones provide students with appropriate feedback and the confidence to tackle interviews with potential employers
2. Portfolio building – regular and consistent input on building resumes, professional portfolios, cover letters ensuring students present themselves well on the corporate platform.
3. Skill development workshops – provide in-demand skills workshops based on our research and identification of such skills and competencies encompassing both the ‘behavioural and the technical’

• Career Counseling Services – Incorporate exclusive and systematic career counselling facilities for assistance with career planning, helping identify possible career goals and professional paths they are likely to take.
• Feedback Modus Operandi – Students receive constructive feedback on their performances that help them identify, correct, relearn areas they’re found lacking in

 Our professionals are known for their formidable skills in assessment of organizational requirements related to mentoring needs.  Subsequent to garnering information and objectives, our team designs a programme in strategic alignment of the organization’s long-term objectives.  The process involves identification and matching of mentees with mentors based on multiple criteria, establishing programme guidelines and training, facilitation, monitoring, evaluation with constant guidance and course corrections. This helps in setting the trend for the rest of the organization to emulate and participate.

• For institutionalising mentorship programs across the organization, we conduct a need assessment – based on whether it is a first time initiative or an ongoing intervention. Based on this a charter is drawn up to identify, train and handhold mentors, set expectations with the mentees as to what to expect from the program.
• Some organizations prefer to link the mentorship intervention as a run up to fulfil critical positions. In such cases we set up a systematic participant identification process, initial, mid and final assessments, continual feedback mechanisms and program conclusion.
• Offer individual leadership coaching for a stated set of needs.
• Transition key leaders to align with change of leadership in the event of organization restructure, expansion, mergers and acquisition
• Train and calibrate mentors as part of institutionalising the mentorship program across a business unit or organization level

One of the global trends in current HR practices is the deployment of people analytics for predictability. Often we see that the HR department chases a number of metrics that are seldom used or are relevant to the business context.

At BCL, we help client organizations to focus on the right set of metrics to enable their business decisions.

Our approach in setting up the people analytics practice involves the following.