A Case Study about paradigm shift performance for a senior leadership team

1. I Train Consultants
SLDP
S e n i o r L e a d e r s h i p D e v e l o p m e n t P r o g r a m
A Case Study

2. Index
Key Focus Area Page No.
Overview 3
Program Synopsis 4-5
Overall Feedback Ratings (Average) 6
Testimonials (Summary) 7
Facilitator Observations 8
Project Outcomes 9-10
Learning Continuity Plan 11
Implementation Checklist 12
In Pictures 13
2

3. Overview
I Train partnered with World Vision Bangladesh (WVB) to create a customized learning
initiative named ‘Senior Leadership Development Program - SLDP’ for the mid to senior
level professionals working with WVB.
The focus group for this intervention had leaders from all departments ranging from
transport through strategy. The key message behind this program was to challenge
participants from a leadership standpoint and help them develop a leadership skill-set
that would allow them to drive the mission forward.
I Train won the initial public tender and was on-boarded for a year long assessment cum
intervention custom designed for WVB.
To create the curriculum, I Train worked with Mr. Jan De Waal (National Director) and
Mr. John Young (Director People and Culture) who raised three key questions :
1. What if the leadership was unavailable – would the organization function equally
well? (This question was targeted a leadership continuity)
2. Are the level 2 leader currently capable of taking on larger, national and
international roles from a capability standpoint?
3. How can we up-skill the focus groups (After identifying the talent pool) to make
them future ready?
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4. 11
Program Synopsis
The SLDP program designed based on an initial survey
of expectations, an assessment of 70 people using
psychometric tools and an activity based assessment
center to shortlist the 30 member focus group.
This focus group was then made a part of residential
and implementation oriented workshops/coaching
sessions with an individual focus.
The SLDP workshop revolved around 8 key skills :
Leadership | Managerial Effectiveness | Problem
Solving Decision Making | Team Management |
Balancing Tasks and Relationships | Communication |
Planning and organizing and Strategic Execution.
The key objectives for the project were to :
• Help participants develop a set of leadership and
related skills that will allow the m to be future ready
• Allow the participants to understand and evaluate
the professional skills required for them to be able
to grow in what they do and deliver better results
consistently
• Help participants develop a big picture perspective
and understand the strategic nuances of driving
execution
On the right you can see a flow of events as per the
initial operation plan. On the following pages you will
be able to understand the entire project rollout along
with the outcomes in a detailed manner.
A key focus area for this project was also the so
spiritual guidance and development of the
participants where Mr. Ben Manickam played a critical
role and hoped provide guidance to all the
participants
4
Assessment Center to
select the top 30 member
talent pool
Residential workshops to
initiate skill development
in leadership related
areas
Implementation based
intervention in the form
of Individual
Development Plans and
coaching
Project reviews with the
involvement of WVM
management
4

5. Program Synopsis
This project was dependent on a meaningful strategic partnership between WVB
management, ITrain and the participants. This expectation was clearly set and communicated
at the onset of the projects.
The key learning events that the participants were exposed to were as follows :
1. Psychometric and behavioral assessments : A range of assessments starting from DISC
(Psychometric), Leadership Style Inventory ( Task Vs. Relationship focus) to Tracom -
Communication style inventory was bused at different stages of this project. The intent
was to help participants better identify their traits and personality markers while
enabling them to manage it better.
2. Case / Situation Analysis based simulations : Considering the adult learning principles
recommended through the blooms taxonomy, we targeted analysis and synthesis
based (Blooms Taxonomy Picture Insert) interventions further backed by
implementation projects. These simulations were custom created based on the initial
expectation setting conversations.
3. Conceptual Learning and best practice sharing : To further add value to all the learning
events, concepts and learning models discussed in this intervention were researched
specifically keeping in mind the nuances of the developmental sector.
4. Learning application and retention focused events : A secular focus on
implementation of learning was driven throughout the leadership journey for the
participants. This included theater style role plays and recap video creation | Recap
presentations | Online and offline tests | Individual Development Plans (IDP) using the
R.E.S.U.L.T framework | Skype based / face to face individual coaching sessions
5. Project review and feedback sessions : Each participant undertook 2-3 individual
development plans to implement their learning from the programs. In this process they
used the ITrain proprietary RESULT model based planning templates to track,
implement and evaluate their projects. Systematic and regular calls/ meetings with the
facilitators were done to track and implement their action plans. These have been
briefly documented in the following pages of this report.
5

6. Feedback Summary
SLDP – Senior Leadership Develop Program
6
Out of the 04 residential programs delivered between November 2013 and
October 2014, the average feedback rating has been 94%. Particular program
details have been shared below.
The programs were also observed by WVB leadership team members and
consultants. They have shared that these programs have been a great and
tangible value add to the organization.
82
84
86
88
90
92
94
96
98
100
102
R1 R2 R3 R4
ParticipantFeedback
Residential Code
SLDP Composite Feedback
Facilitator Rating
Content Rating
Recommendation
to Colleagues

7. Feedback Summary
Participant Testimonials
7
Sample Testimonials :
• This workshop was exceptional because of the method used. The
practical learning is much more better for us by involving us in
creative activities and then debriefing.
• The case studies were very relevant with our current changes and the
change management process and the topic on execution has given us a
lot of insights to think in different ways to increase the leadership skills.
• In this workshop, the main leadership learning for me was execution i.e.
leadership in action. We learnt that there are three things at the heart of
execution in an organization (people, operations and strategy.). I feel that
this is a great area to learn and equip yourself.
• Realistic Topics. Rich Content. Course content designing was tailored to
meet the NGO/Development sector requirements. Monthly Skype
session were very effective . The open door approach helped me to
engage with the coach. All this enhanced my confidence and helped me
to grow.
The total volume of testimonials , comments and feedback
accumulates at over 12000 words. These comments were selected at
random and were curated selectively to find the best.

8. Facilitator Observations
& Recommendations
8
The facilitators in this journey were Ekta Anand and Abhinandan Chatterjee. As a team they
have the following perspectives :
1. As a team the group demonstrated a steep development curve, it was agile and open to
learning and feedback. Their eagerness was visible during the residential and coaching
sessions. Many of the participants also reached out to the facilitators to discuss
implementation challenges. Out of the over 50 selected IDP’s – 40+ were closed within
the timeframe successfully. (Some of the organizationally significant IDP’s have been
documented further in this report. )
2. The group demonstrated an extraordinary ability to persevere in front of challenges. All
participants, even while maintaining their KRA benchmarks , worked on their IDP’s. They
ranged from personal goals like improving their ability to communicate to
organizational goals like increasing the effectiveness of ADP evaluation.
3. Being a mixed group , there were instances where due to hierarchical or functional
differences, the facilitators had to refrain from being very specific. Some of the
participant indicated that more specific inputs world have been even more helpful. We
agree and would recommend that for the next intervention , we can have more specific
/ focused sessions for smaller groups.
4. To take the learning further, a simple yet comprehensive checklist for learning recap and
implementation assistance has been attached.

9. SLDP Outcomes
Participant Achievement
9
The participants worded independently to deliver IDP’s by implementing what was learnt in
the workshop. Some of the notable IDP’s where the participants delivered results with a
self-rating of 8 out of 10 and above are mentioned below.
1. Develop an ADP field guide for non field staff
2. Up skill 2-3 team members and delegating at least 20% of their current tasks using
RESULT, IDEALS and Team Work Maps.
3. Strengthen spiritual leadership approach by taking lead during devotion and becoming
further active in the community
4. Change the culture in my team from less accountable and slightly negative
5. Change the approach to feedback sharing to what was learnt in the workshop
6. Obtainicapacity to deal with multiple responsibilities by managing 5 DME processes
7. Create a customised planning template for nutrition program roll out that can be used
repeatedly and delivers more execution clarity from the onset
8. Facilitate the WV-USA funded ADP’s to plan and implement the Birthday Bounce back
project differently to increase children participation by 50-60%
9. Teach to help 6-8 staff members improve their English communication by running
weekly classes internally

10. SLDP Outcomes
Conclusion
10
We at I Train Consultants are thankful to have received this opportunity from WVB. Our
heart goes out the children our participants are working for and we hope that the results
that have been driven through this IDP eventually contribute to abetter life for the children
under WVB care.
Some of the key achievements have been listed below :
1. The participants felt more equipped to take on larger roles, understood that possibility is a
mindset and accepted to have done things during this process that they had never
done/thought possible before in the organizations
2. All participants shared to have improved their leadership perspective, their ability to
communicate and their understanding of work realities from a strategic standpoint
3. This program has contributed towards creating a realistic job preview of senior level roles
helping participants acknowledge that they must first prepare for the roles.
4. Last and most importantly, the group was reduced to 27 due to attritions and other
disciplinary steps by the end of the project term. Out of the 27 remaining, 16 people were
promoted in the month of November 2015, coinciding with an organizational restructuring.
The promotional interviews were held by an independent international panel of WVB staff.
5. The spiritual aspect of the SLDP also contributed in keeping people motivated and involved
with their commitments throughout the duration of this project.

11. ‘
What after this program :
1. Participants were encouraged to share their real time
challenges and were given realistic solutions. We have
requested them to form self help group
2. Participants have also been invited to I Train’s face book
page www.facebook.com/itrainindia where they can connect
and collaborate. They also have access to the facilitators via e
mail and Skype on a personal basis
3. Participants have already documented and shared their IDP’s
with the organization. The same can be tracked to
completion.
4. Implementations checklists (Recap Cards) is being shared as
a part of the action planning toolkit for the program. A
sample is available on the next slide.
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Learning Continuity Plan

12. SLDP Implementation Checklist
12
What to do ? When to do ? How to do?
Think before
your act
• Planning and
Organizing
• Problem Solving and
Decision making
• Sharing feedback
• Use the RESULT Model
• Identify problems vs.
situations
• Create your feedback
goals
• Seek first to understand
- LISTEN
Be the cog
• Dealing with conflict
• Delivering Execution
• Balancing tasks and
relationships
• Indentify the type of
communicator and
adapt effectively
• Balance your approach
across people ,
operations and strategy
Lead with
others
• Communicating
upwards and
downwards
• Dealing with
negativity
• Motivating others
• Align Individual, team
and organizational
priorities
• Create meaningful
dialogue with a listening
focus
• Up-skill others
consistently using
IDEALS

13. 13
In Pictures