About Behr India Limited

COO’s Message
Mr.Sunil Kaul – Chief Operating Officer, Behr India

With new challenges facing the marketplace, a highly engaged, motivated and productive talent base is more important than ever. By devoting the time to strategically align and integrate your performance and learning management processes business managers will be able to derive greater benefits from their workforce, by reducing costs and provide outstanding bottom line business results.

Knowing where the gaps are in your talent base, one will be able to focus its training efforts in the right direction. Having identified skills gaps and aligned training accordingly, you can successfully lead your talent to their designated career path. In addition, improvement in the performance of your talent, will lead to greater productivity thereby ensuring the training programs you use are the ones that yield the most benefit.

Point of Initiation

Behr India Limited identified 40 Key Talent from within the organization. These employees were identified through the Performance versus Potential matrix. Most of them has been in the organization for approximately 4 years and were from various departments of the organization.

Post identification of the key talent the organization had conducted a MD Dialogue (Management Development Dialog) with these 40 people. The MD Dialog is a discussion between the Manager & employee about development and advancement. The objective is to have an open and constructive discussion about personal development and develop a clear strategy for advancement. The development needs identified are in the areas of Technical knowledge, behavior and skills. It was decided that Behr will internally address the technical needs and were looking forward to creating a mechanism to address the behavioral and skill needs as identified during the MD Dialogue.

Some of the developmental needs identified during the individual MD Dialogue are:

• Communication
• Assertive Skills
• Managing Stress
• Conflict Resolution
• Team Building
• Managing Customer Relationships
• People Management Skills
• Leadership

 

To cater to the organization’s need we were looking for a Consultant who can partner Behr India in Enhancing and Building the Leadership Capability of our Employees.

The need was for a 1-year executive education and development program for the select talent of Behr India. That’s how we joined hands with “Dale Carnegie Training Institute, India”

Stated Objective

• To develop the next line leaders for Behr India Ltd.
• Align participants to the company goal & vision
• Build a sense of Pride & community
• Create a high level of motivation within the team
• Ability to develop flexibility to take on a variety of tasks and minimise worry / stress
• Improved communications for better connect internally and externally

 

Approach Note

In order to gain the most out of the interventions Dale Carnegie Training suggested “The Blended Learning “approach for the development of the 40 Key Talent identified employees.
The key objectives of the partnership were:

• Create a Unique Model of Learning
• To have a Long term engagement ( one year )
• Continuous improvement of key identified employees
• Customized interventions based on organizations needs & requirements
• Map employees on current levels
• Define a group and individual “blue print”
• Execute a development plan beyond training
• Evaluate development

Implementation Plan

To effectively construct and deliver a solution to address the developmental needs of the Key Talent of Behr India Limited, following roadmap was conceptualized:

Concern Validation - To understand and explore what are the core/ critical areas to be addressed at level of Key Talent.
Ø Meeting the Top Management to understand the organization focus, challenges, detailed discussion on the development needs identified (for all individuals).
Ø Meeting the HR to understand the Current competencies, KRAs of staff, processes, other relevant documents as regards the Key Talent
Ø Meeting with some Key Talent (Role clarity, challenges, etc.)

Learning Plan Creation:To develop a customized and validated solution for the Key Talent of BEHR

Training Methodology
• All of the development and execution of the interventions were focused on optimizing
• learning in class through participant interaction.

Ø Case Studies
Ø Role Plays
Ø Exercises
Ø Games
Ø Video Snippets

Individual Coaching of the Key Talent
Key Talent, who has been trained, will be coached by external coach and an internal coach. DTCI Consultant will guide them and give a feedback on the their strengths, improvement areas & help create an action Plan

Assessment / Training Impact Analysis:

A detailed assessment was carried out twice during the period of BILD2008 :
Ø One on One coaching
Ø Group & individual one on one coaching

ü To Correct
ü To Develop
ü To Reinforce

Ø E Learning tool to refresh the learning
Ø Quarterly evaluation based on scores & creation of action plan
Ø Behavior Assessment – on line
Ø 360 degree assessment

Achievements
At the end of the program all the participants have developed:

• Better Understanding of the self in terms of their strength and weaknesses
• Appreciate and understand certain management concepts that are of great value to their professional life
• Acquire and put into practice certain skills that can help them achieve better outcomes – on personal and professional fronts.
• Develop better and productive relationships both professionally and socially
• Gain confidence in taking initiatives and applying their skills with calculated risk
• Become better equipped to take up higher professional responsibilities

“The most successful corporation of the decade will be something called a learning organization.
Arie De Geus , Director of Planning, Shell Oil Co.