Category Archives: Organisation Development

Making Performance Coaching work

The recently concluded French Open Tennis championship and the ongoing ICC Cricket cup have engrossed people the world over. It doesn’t matter that one is a display of individual resilience & skill backed by months of hard work, while the other is about a cohesive team display on the day. Spectators will rally to support their favourites and celebrate success like it is a personal victory anyhow! The world of sports has always been a source of unbridled passion, intense learning and inspiration. It undoubtedly leads the way in skill mastery and mindset preparedness. How? By using performance coaching.

Performance Coaching for Excelling in Sports
Performance Coaching for Excelling in Sports

Performance coaching has become the mainstay of driving and improving performance.  It is a personal and conversational process that facilitates discovery and unlocking of a person’s potential to maximize performance. Most organizations are continuously ‘raising the bar’ of expectations from their employees and the ask of leaders is to inspire people to strive for more and better. Performance coaching is a powerful yet intimate process that augments openness to personal learning and the ability to identify solutions to specific work-related issues. It creates a commitment and momentum with the individuals involved to get things done.

Performance coaching is a learnt skill and there are several models that give some structure and direction to the conversation. Understanding the model is almost never enough and post training skill practice with feedback from an expert coach is a good practice.

The Principles of Performance Coaching

To make performance coaching work for your employees, here are 6 principles to keep in mind:

  1. Coaching sessions should be planned and scheduled in advance

Performance coaching conversations are exploratory in nature. The employee and coach agree on the agenda and embark on a discovery journey to find solutions and remove barriers. The employee needs to be in an open and relaxed mind space to explore possibilities and commit to actions. On the other hand, the coach needs to be observant and alert to understand the individual dynamics and ask insightful questions to facilitate the exploration. Planning the session helps in ensuring that one enters the coaching session, prepared and rearing to go!

  1. Not all leaders are inherently good coaches; train and support them to become one

My profound learning as a coach is that coaching is more than just a process or conversation. It is commitment to a ‘way of being’ to allow others to discover and share personal truths and individual paths.

The coach needs to suspend his judgement and be in service of the coachee.  There may be a time when the coach needs to share his knowledge and experience, but the coach needs to be judicious in picking that moment.

A coach needs to wear the learner hat and keep learning from every performance coaching experience.


  1. Performance coaching is not the coach’s agenda, the coachee has to have equal buy in

In general, the coaching conversation is about the employee. The coaching session helps the employee reach higher levels of effectiveness by creating a dialogue that leads to awareness and action. For it to be effective both parties have to be equally invested in the conversation and seeking to understand each other. They are not trying to prove, teach or motivate the other to do something.

The coach starts the coaching relationship explaining the purpose and setting the context of the conversation. With time, they reach a space of mutual respect and understanding.


  1. Coaching helps in learning rather than in teaching

One of my favourite thumb rules for the coach is to be mindful of who is speaking more in the conversation. The coachee is the focal point and star of the conversation. The coach triggers thoughts through insightful questions that can lead to revelations for the coachee.

Gaining insights through Performance Coaching
Gaining insights through Performance Coaching

The coach needs to learn to ‘hold space’ and be comfortable with silence during the conversation. He needs to allow learning to happen rather than jumping to a teaching mode.


  1. Feedback and appraisal conversations are not the same as performance coaching

Feedback, Appraisals and Coaching all have a place in improving and managing performance and cannot be interchanged with each other.

Coaching is about assisting employees reach their goals, while feedback is about helping employees understand the barriers that prevent them from reaching their current goals. The fundamental difference between coaching and feedback is that feedback focuses on the past, while coaching focuses on the future. Performance appraisals on the other hand are conversations to review past performance against benchmarks, agree on future goals and discuss training and development needs. Used together, the 3 are the cornerstones of performance management.


  1. Do not confuse performance coaching with counselling

Coaching is work-related and focused on cognitive realities or on some occasions revelations of ‘just below the surface’ things. Performance coaching is a proactive approach as it looks at generating possibilities, whereas counselling is reactive in nature as it focuses on observed symptoms and behaviours. Counsellors may actually require professional training in psychological processes.

Performance coaching creates a space to step back and reflect. It helps a person effectively deal with their reactions to barriers and discover effective solutions as they move forward to achieve better results.  Just like sports!

Reach your potential with Performance Coaching
Reach your potential with                              Performance Coaching

To give your team some great insights about their performance and take them to the next level, do give us a call on 9769733305. Do also visit our website at


Tomorrowland and Change Management Training?

Guess which movie I saw yesterday? Tomorrowland. Seen it? It’s one of those movies which has a deep meaning to it but the meaning can get lost in the Sci-fi action that is shown. Now you must be wondering what this movie has to do with change management training right? Well let me explain.

Movies are a great way of learning. They give you a visual experience and some of them have enough juice in them to allow you to mull over them for hours and sometimes even days together! I still remember when I first saw the Matrix. I couldn’t stop thinking about it for so many days!

Well this movie, Tomorrowland seems to have had a similar effect on me! I saw it last night and am somehow still under its influence! So what was so special about this movie? The foundation of it. For most of the movie, it was rockets flying around and people roaming around in flying machines in a visually appealing location filled with high risers and flyovers. In fact I spent a major portion of time actually wondering what the movie was trying to show and whether it was really going to go anywhere or not!

Change Management Training
The Tomorrowland Movie


It was the end of the movie which had its soul, a dialogue given by the ‘so-called’ villain which explained exactly why he was doing what he was doing. This in turn was followed by some other good dialogues on human behaviour. The whole message was very beautiful and it really struck me as it was so true.

What the movie talked about was as I said human behaviour. It spoke about the feedback loop and how we tend to get stuck in it. So in the movie they had this large monitor which was sending out signals of doom to the people on earth. The villain had intended that these signals would actually scare people and they would wake up and do something about the doom that the earth was heading towards. However, instead of taking action on it, people latched on to the negative thought. Instead of fighting against the negative, they now fed into the negative, creating a negative feedback loop which created more negativity. In this manner the negativity just continued and nobody made the effort of breaking out of it! This was until there were some people who were aware of the negativity and still had hope rose up. They realized that feeding negativity would lead to more negativity as what you feed grows. They stood up and fought to save the world with all their positivity and hope. This in turn inspired others and earth was saved.

Change Management Training
The Wolf Story from Tomorrowland

This story is actually the story of our minds. What we focus on grows. If we focus on the negative, the negative grows. Of we focus on the positive, positive grows. Its up to us what we want to focus on. The world is going to keep throwing negative on us as it is what is currently there in the collective consciousness. However if we can stay focused on our path and bring ourselves back to the positive even when we stray, then we will turn out to be the winners.

Another interesting aspect that I found here was the negative monitor which throws negativity. The monitor is definitely out there in the world. The politics, famine, murders, hate and resentment being proof of it. However there is a monitor in our minds too. It’s the tape that keep running in our minds and telling us how pathetic we are. Even if we do something good, this tape tells us that it’s not good enough and makes us feel like losers. It somehow always tells us that we are not good enough no matter what we do!

 It is actually this tape that is responsible for stopping our progress. If we can learn to question the tape and only listen to those things that are true, we can actually make the changes that we want to make in life.

Seeing the link now, the link between this movie and change management training?

So this brings me back to my most favourite model, the model of change.

The Change Model

This model has the following three steps:

  1. Awareness
  2. Acceptance
  3. Action

So what do we have to do to  change? Go step by step. If you directly jump to the third step action then you could be setting yourself up for failure. Why? Haven’t you seen when you try to exercise to lose weight what happens. Most of us are motivated for about a fortnight and then it slowly wanes off! So why does this happen? It is because of the little tape in our minds. It says things to us which make us lode the motivation that we need to go on. It actually resists the forward movement, a sort of anti gravity I would say! So the more you try to move forward the more your mind will pull you back. This makes your chances of being successful at your endeavor very bleak.

So what should you do? Go step by step. First get aware of what your tape is saying. If it’s telling you that you are a lazy person and you will never be able to lose weight then be aware of it. After you have heard it out now accept that it is saying that. What happens with most of us is that we start an internal conflict as soon as we get aware of things. We start fighting with our minds and all our energy gets wasted in fighting rather than moving to the next step. So what we have to do here is to accept what our mind is saying. Tell it that yes we have been lazy in the past but let’s see what happens this time. This will create a certain kind of peace inside which will give you enough energy, clarity and direction to move to the next step of action. Then you can finally take the third step and create the change that you want in your life.

Getting aware of and accepting our minds can be quite a task and takes a lot of practice and motivation. If you want to create a change in your life and need some help with it, we’re always there to assist you. Join us in our change management training where we help in mastering our change management model. Do also visit our website to have a look at the areas where you would want to create a change in your life.

Organisational Development and it’s Interventions..

Hi! As promised I’m back with another article on Organisational Development. If you remember, in my previous article we discussed about what Organisational Development is and some of it’s important aspects. We are going to go a step further in this article.

Organisational Development is broad in context. In fact its like a huge umbrella that encompasses a lot of things under it. Hence today I will be sharing one aspect with you – my thoughts on Organisational Development (OD) interventions.

Organisational Development interventions are basically aimed at helping organisations come up with and implement actions to improve their effectiveness. The selection of the appropriate intervention depends upon the requirements of the organisation and what is best suited for it. There are various factors that affect the successful implementation of these interventions, like willingness & potential of the people in the organisation, cultural, structural and strategic concerns of the organisation and also the potential of the facilitator.

Now, let’s talk about the Organisational Development interventions specifically one by one. Let’s start with:

Assessment Centres

  • We all know that it is very important to develop leaders for the future to sustain in this rapidly changing environment. Managing the existing talent pool within the organisation to ensure that it has a good talent pipeline that will help the organisation sustain in this VUCA world is therefore essential.
  • Assessment centres help in identifying the right talent in the organisation for this purpose and help build a development plan for developing this talent. Candidates are passed through a battery of tests that help assess them on various desirable competencies previously identified. Individual Development Plans are then created based on the findings and Candidates are put under appropriate training.
  • Assessment centres help in various aspects of Performance management, leadership development, succession planning, etc. They help  candidates be more effective and efficient in their current position and also help them in understanding what exactly they need to focus on in order to move to the next level.
  • They are beneficial for both, the candidates as well as the assessors. Candidates naturally benefit from the feedback that they receive from the assessors, while the assessors get the benefit of improving their observation skills.
  • Through assessment centres or development centres, future leaders are developed which go on to further develop the organisation.


Assessment Centre in Organisational Development
Assessment of Employees


360 Degree Feedback

  • 360 degree feedback is a tool for evaluating performance and hence a tool for personal and organisational assessment and development.
  • The candidate is reviewed by all the stakeholders that he/she interacts with on a regular basis. This typically includes the employee’s immediate superior/s, peers, direct reportees, clients, etc. who give him/her feedback. The employee is also asked to rate himself on certain specified parameters through a  self assessment.
  • This exercise tells the employee exactly where he currently stands and helps in planning his future actions accordingly.
  • 360 Degree feedback is a very helpful tool as it gives an overall perspective to the employee and helps him chart out his development areas keeping into account the bird’s eye view that he has now obtained.


360 Degree Feedback in Organisational Development
360 Degree Feedback


Performance Coaching

  • Performance coaching is wherein a coach facilitates the development of an individual/s within the organization in order to achieve his/her goals.
  • Multiple interactions take place between the coach and the individual which give new insights and may help the individual look at and work on developmental areas that they were either unable to perceive or were finding difficult to work on. The relationship that develops between the coach and coachee fosters growth and allows the individual to grow at his own pace.
  • Performance coaching can boost individual, team and organizational performance. It helps in bringing out the optimum potential of people.
  • With the help of performance coaching, an individual can become capable enough of going to the next level in his/her organization. Performance coaching also helps in managing change effectively.
Performance Coaching in Organisational Development


Change Management

  • We have already discussed about change management in my previous Organisational development article briefly.
  • Managing change within the organisation is very important to emerge successfully as a business. Hence taking appropriate actions for the same is equally important. Change Management is an intervention which helps with the smooth implementation of changes and brings out the best outcomes of these changes to help take the organisation to the next level.
Change Management in Organisational Development
A goldfish jumping out of the water to escape to freedom.

There are several other interventions that are used in Organizational Development (OD). These are again just a few of them discussed in brief. There is a lot more to it and I would definitely like to share them with all of you in my upcoming articles. Hope you are looking forward to them as much as I am!

Till then, to know more about Organizational Development or OD interventions like Assessment centres, Performance Coaching, 360 Degree Feedback, Change Management, etc. you can get in touch with us. Visit us at See you soon!

Are you looking forward to Organisational Development?

Organisational Development (OD) is something that most organisations are looking forward to these days. In this rapidly changing environment that organisations have to sustain and survive in, Organisational Development is now gaining a lot of importance. In today’s article we will mainly concentrate on what Organisational Development  is and two major aspects of it, Culture and Change.

What is Organisational Development?

Organisational Development is a collaborative effort that is initiated by the top management to create an organisation wide change. It helps the organisation in improving their vision, clarifying their goals, creating a good culture to work in and stimulates a learning environment that empowers its people and encourages them to work together to achieve their organisational objectives.

Organisational Development bringing people together
Collective effort of the Organisation


The culture of an organisation tells about how an organisation ‘does things’. If an organisation does not have a culture that fosters change and development, it is very difficult for that organisation to grow.

Wellman has illustrated this in a very interesting manner through the following experiment:

1. He first put five apes in a cage and then dangled a banana from the ceiling of that cage and placed a ladder under it. Whenever an ape attempted to climb the ladder to reach the banana, he sprayed all of them with cold water. After a few times, the apes associated climbing the ladder with being sprayed with cold water. He then turned off the water.

2. After that, he replaced one of the original apes with a new one. This new ape undoubtedly tried to get to the banana, but got attacked by the others for doing so. He did not have any idea why this was happening, but soon learnt that he must not climb the ladder for some reason.

3. Next he replaced yet another ape. Again, when this ape approached the ladder to get to the banana, all the apes attacked him. The previous new ape had no idea why climbing the ladder was an offence, but he participated in punishing the new entrant as enthusiastically as he was punished. Soon the new ape also learned not to climb the ladder.

4. In this way, Wellman continued until all the original apes were replaced by new ones. This gave him a cage with five new apes; none of which knew why they must not climb the ladder, who would dare not try this feat themselves and would also attack anyone else that tried. All of this simply because of “that’s the way it has always been around here”. Strange, isn’t it? But that is how it is.

You can easily relate this experiment with the issues that organisations’ face with their people on a regular basis. It is the ‘people’ of the organisation that create the culture and culture of the organisation creates its values and beliefs. Hence to build a cohesive culture, the human resource of the organisation has to be worked upon.

Organisational Development thus focuses on the human side of the organisation. It ensures the collaborative participation of each and every member in changing systems and achieving the overarching goals by facilitating developmental activities that are task-oriented.

The basic objectives of Organisational Development are to:

  • Improve organisational performance
  • Encourage organisational learning
  • Create a better working environment
  • Improve interpersonal relations
  • Enhance motivation in employees
  • Lessen resistance to change and increase agility

Adapting to change is very important, as frankly change is the only thing that is constant!However, although it is so important, not everyone can change and even if they do, most can’t manage the change easily. So whilst there have been many companies that failed because they could not change, there have also been a large number that changed but were unable to manage it well. Yet there are examples of those that changed when required and managed the change well and have been very successful.

With change, however, comes resistance. And that is exactly what has to be managed well in order to be successful.

Organisation development creating change
The Change Curve


Change management ensures the smooth implementation of changes and achievement of objectives. It forms a major part of Organisational Development. Yet there there is lot more to Organisational Development and what i have told you today is just a drop in the ocean! I promise i will definitely share more on Organisational Development with you in my upcoming articles.

Till then, if you are looking forward to any such initiatives at your organisation, you can definitely get in touch with us. We would love to collaborate with you for the same. Organisational Development Consulting Companies like ours help organisations by helping them in visioning, goal setting, creating the right culture, carrying out the change process and managing it successfully by conducting various Organisational Development interventions and helping organisations to set up an action plan to get to the next level.

To learn more, visit us at

Small Ways to Increase Organizational Effectiveness

I’ve had a very happening week and thought it would be nice to share that part of it with you which really gave me a lot of food for thought. The incident got me thinking and made me come up with my version of organizational effectiveness. Yes, I’m not talking about the organizational effectiveness that you find in organizational development and learning and development books. This is my take on the subject and what I feel about it!

So let me start by telling you about the incident that got me thinking.

It all started with a team building session that took place earlier this week.

This was a session where we were going to bring back to life an old game that we had played with one of our clients more than 4 years back. Back then, it had been hilarious and a lot of fun and we were determined to bring it back with an even bigger bang this time. So we went through each and every instruction of the game and made changes to make it appropriate for the current team. The four of us actually sat and discussed it multiple times so that we could catch on to all those instructions that were either missing or seemed ambiguous. We wanted it to be perfect and  spent a good 2 to 3 days time on the game. Finally after innumerable discussions, we came up with something that looked really good and strong.

The day of the session then arrived. We were as excited as the participants were and also confident that we had done a good and thorough job on the game. We were really excited to see how it was going to unfold.

We gave the instructions to each of the teams and they started deciphering them. It was all going smoothly and we were able to easily answer all the questions posed by the participants. It was only when my colleague started explaining one of the levels in detail to the entire class that I realized something was wrong!

While he was explaining the level, I realized his explanation was different from what I had understood of it. I could immediately feel a rush of emotion and a strong reaction bubbling up within me. I wanted to immediately tell him that what he was saying was wrong. It was different from what we had discussed and he was going to make a mess of the game with his explanation!

It was then that luckily my years of practicing Mindfulness came to my rescue and prevented me from creating any kind of disruption. On one hand I could see that I had an intense urge to speak and on the other I knew speaking wasn’t going to help in the current situation. I had a war raging inside me and had to really make an effort to hear the rest of the instructions whilst my mind was giving me other instructions! Again and again I urged my mind to listen to this ‘different instruction’ or else I would be at a loss if the team I was in charge of asked me any query on that level. I had to now go with what my colleague was saying to ensure that we were on the same page and there was no confusion. I had to really make an effort to listen rather than get carried away by the emotional hijack my system was going into , where I would land up blaming my colleague for messing up on the instructions.  It was really difficult but eventually somehow I was able to pull through.

This brings me to my first learning from the incident:

  1. Resist the urge to react

We all are like little volcanoes, ready to erupt and blame each other. Resist the urge to do that. I don’t advocate suppressing your reaction but only say that you must try to control it at that moment. Once you calm down you will be in a better condition to deal with the situation. Saying things at that moment can cause disruption and may make you say things you really didn’t mean and may regret later.

I also learned another thing:

  1. Learn to be flexible

Sometimes you may need to adapt to what others are saying even if its against what your mind is telling you. Again am not saying that you need to keep giving in to others, am just saying that sometimes you may need to adapt to others. Imagine what would have happened if I had refused to go with my colleague’s instructions? We would have had a very poor game with different facilitators giving different instructions and the participants being really confused.

Now guess what happened next? When I finally heard what my colleague had to say, I realized that what he was saying was also right! He had seen the same activity in a very different light and derived a different meaning out of it. There was nothing wrong in the meaning that he had derived. It was only different, different from the meaning my mind had created.

This brings me to my third learning:

  1. Let’s respect our differences

We need to realize that we are all wired differently and interpret things differently. We have had different past experiences which give rise to differences in our perceptions. These make us understand the same thing in different lights. We need to remember that it’s alright if someone thinks differently from us and need to appreciate the diverse and holistic understanding it can bring about. After all, we all have constricted views and really can’t see all the views on our own!

Increasing Organizational Effectiveness
Individuals adding Up


If we can implement just three learning’s we can really go far as an organisation and it will really contribute to organizational effectiveness. We will learn to first hear and then accept each other’s opinions. I realize that very often other’s have really good views but its because of our humongous reaction capacities  that we tend to miss out on them!

if you would like us to help  you increase your organisational effectivenessd don’t forget to visit us at

Is your Organisation a Learning Organisation?

Honestly speaking, a Learning Organisation as a concept is very complex. However, if I were to put it simply, a learning organisation is one which continuously transforms itself through learning. So it is one where people in the organisation look forward to increasing their capability to gain better outcomes in order to achieve what they truly desire. It is therefore the process of overall development of the people, culture, processes and technology of an organisation and also it’s ability to deal with the external environment.

For an organisation to be a learning organisation, it has to work as a team on a whole. It has to be one solid unit. Why as a team, because when you truly work as a team, you learn a lot from each other and develop at a much faster rate.

We all know the three pillars of a team right? Openness, inclusiveness and control. Since a learning organisation is made up of one big team, these pillars are also essential to a learning organisation.

A learning organization has to have an open environment where people are open with and to each other, open to suggestions, open to discussions and most importantly open to learning. It has to look at inclusiveness, which is about people feeling included, the feeling of belongingness. Lastly, it also needs to consider the control factor, which talks about trusting people to do what they have to without too much control, yet keeping enough to maintain the required order. It therefore believes in letting people work on their own by giving them the power to make decisions as and when required.

Typically which kind of organisations is this seen in more? Flat organisations where each person is responsible, teams are very well connected and everyone knows what’s happening, not just internally but also externally i.e. technologically, politically, socially, with competitors, etc. That is when an organisation truly learns and eventually develops itself.

Learning Organisation
Transforming from a Traditional to a Learning Organisation

Well, if you ask me, the best example of a learning organisation for me is ‘The Yellow Spot’ itself. At The Yellow Spot, we truly believe in practising what we preach. So when we go around telling our clients to build a learning organisation, we ensure ours is one too! So we have a flat structure with an open culture where employees are more like partners. We don’t believe in hierarchies and work as a team; deal with & solve problems, discuss, suggest and learn together. All these are of prime importance to us and are the main reason for making us reach where we have. So every new programme we deliver, we learn something new from it and ensure we use the learning to take future programmes to the next level. Apart from this, we also spend time in reading, reflecting, experimenting, attending other sessions, etc. to ensure that we are updated and well versed to deal with the current needs of  our client organisations and their people. That is how we are a learning organisation ourselves.

Now coming back, why do learning organisations play such an important role? Primarily because they focus on both individual and organisational development, which are highly interrelated and cannot be treated separately. They focus on the total quality of the organisation by developing the individuals, teams, leaders and the company on the whole; to be able to sustain themselves in the ever changing environment and move ahead to create a difference.

They foster an environment of team learning which helps in thinking together to manage the complexities to take the business to the next level. They offer an open culture and emphasize on a readiness to unlearn things in order to learn new things and develop oneself. The people oriented approach they follow always pays off, as the human resource is the only resource that actually appreciates with time!

Learning in an organisation is a continuous process and when implemented appropriately, it positively reflects across levels and helps in managing change, creating a competitive advantage and developing and engaging all the stakeholders taking into consideration their collective aspirations. It thus brings in the feeling of togetherness in the organisation and builds a cohesive team which helps take it through to the next level.

Having realised the importance of a learning organisation, organisations today are investing heavily on their developmental activities. They are empowering their employees and giving them opportunities to develop and go to the next level. This in turn is increasing employee motivation, engagement and the feeling of ownership and loyalty that they have towards their company.

As one of the top corporate training companies in India, we help organisations step into such a learning environment and help them grow. Our developmental programs help organisations adapt to change and deal with challenges in the rapidly changing environment. We help them become self sufficient and capable of sustaining growth. Learning is an on-going process for transformation and learning encourages innovation, which further encourages sustainability in this highly competitive world. Hence learning and developing with time is important and essential.

So when are you planning to become a learning organisation? If you need help in your learning journey, you can always let us know. Visit our website and let us know how we can assist you.