learning & employee behaviours can be engineered · with the business objectives, strategy...
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Information Booklet v4.0 www.mentor.in | © Mentor Learning Page 1
of 20
Training & Organization Development
are not like prayer…
Learning & Employee Behaviours can
be engineered
Engineering Behaviour. Delivering Results
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Table of Contents
Table of Contents ............................................................................................................................................................................. 2
Why us… ........................................................................................................................................................................................... 3 Result Oriented Learning Engineering .............................................................................................................................................. 3 Our Clients ........................................................................................................................................................................................ 4 Mentor Offerings… ........................................................................................................................................................................... 5 Learning & Development.................................................................................................................................................................. 6 Organization Development Interventions ...................................................................................................................................... 13 Self-Development Programs ........................................................................................................................................................ 16 Life Skills for Students (LSFS) .......................................................................................................................................................... 18 Mentor Leadership ......................................................................................................................................................................... 20 The Mentor Ecosystem ................................................................................................................................................................... 20 Contact us… .................................................................................................................................................................................... 20
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Mentor Learning, founded in 2002, is a Chennai based Learning & Development services firm offering learning solutions to clients
both in India and across the globe. Over the years, we have created a scientific learning design & delivery engine along with a growing
ecosystem of experts across learning design, content development & service delivery that helps us offer class leading learning &
organization development interventions for our clients and learners.
Our proprietary psychometric assessments, learning design framework, behaviour change measurement process and business impact
measurability helps us offer outstanding value for our clients through Contextualized design & delivery, Seamless & interactive
experiences
Our technological solutions which include a Learning Management System (LMS), Mobile Application etc., create immersive learning
experiences for our learners and provide real-time information to our clients. Any business result that is critically influenced by
behaviour is our area of expertise. We offer end-to-end services and solutions for these business/behaviour areas – from design to
impact measurement
Why us…
At Mentor, we believe in having our skin in the game. Conventional training programs are history. Organizations require a growth-
focused learning service partner who is accountable for results. Our concept of learning is not just knowledge transfer, but enabling
consistent application of new skills as behaviours at work place; leading to measurable impact for the learner and the organization.
Here’s what we believe makes Mentor tick:
• Aligning learning with business outcomes, training is more than just plain vanilla
motivation talk, it needs to enable skilling of employees leading to a positive
impact on business results
• Contextualised content delivery models, designed using a Multi Stimuli
Learning Experience and enabling us to measure efficacy of learning
programs seamlessly
• Innovative learning methodologies & technologies, make the learning
process interactive as well as ensure ease of operations and reporting
• Learning ownership, the learning methodology helps transfer ownership
of learning to the employee
• Tangible RoLI (Return on Learning Investments), you get to see the impact of
your training budget spend (Investment)
We live by our commitment to our clients, “give us your people, we’ll transform your business”
Result Oriented Learning Engineering
Result Oriented Learning Engineering (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh
perspective. R.O.L.E is a process that has evolved over 13 years of in-depth research, live experiments & refinement by Mentor
Learning and continues to surprise us with its potential for higher efficacy & outcomes through
learning.
R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria
Montessori, Robert Gagne & Benjamin Bloom, not just by their seminal works, but through a
creative interpretation & application of their work to the benefit of individuals and organizations.
R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics,
Engineering Process, Psychology & Design to blend the insights into a seamlessly implementable
learning design process.
With the Business Objectives, Strategy & Processes – the key variables of business leadership – not
easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a proven path to translate expectation to
consistent action! The depth of the R.O.L.E derived learning framework for every intervention we do, and our robust process and use
of technology makes implementation, follow-up and reporting a breeze!
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Our Clients
Over the last sixteen years we have worked with a large base of clients… including the logos you see here…
Including
others…
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Mentor Offerings…
Mentor’s Learning & Development Services for Organizations aims to cost effective & measurable Learning solutions for organizations, to solve people Capability & Behaviour related business challenges and spans five areas…
• Behavioural Competency Development Programs
• Leadership Development Programs
• Online Self-Development Programs
• Performance Enhancement Projects
• Custom Content Development & Capacity Building
Mentor offers scientific, validated assessments that help
determine which learner needs what kind of learning & targets
learning investments accurately.
Supported by our own Learning Management System and the
iMentor Mobile App learning through multiple stimuli leading to
certifications can be managed seamlessly with minimum effort
involved from organizations…
In short, measurable effectiveness at a
big value for the money invested. Click
here to see the range of learning areas
available. If you don’t find what you
want, talk to us… we’ll design it for you!
Mentor’s Organization Development Services for Organizations aims to cost effective & measurable transformation solutions for organizations, particularly small & medium sized, to solve people related business challenges and spans Six areas…
• Diagnostic Surveys & Reporting
• High Performance Culture Building
• Enhancing Employee Engagement
• Re-engineering Learning & Development
• Talent Alignment through Psychometry
• HR Facilitation for MSME & Start ups
Mentor uses a variety of measurements & processes to bring a strongly quantitative approach to Organization Development interventions that help diagnose & treat the underlying problem effectively. Results are measurable!
Supported by Mentor’s expertise in online survey administration and other data capture mechanisms – depth interviews, workshops, events, focus groups – and the ability to capture distilled insights
make these interventions not only engaging but also enjoyable for the leadership teams.
In short, measurable effectiveness at a big value for the money invested. Click here to see the range of learning areas available. If
you don’t find what you want, talk to us… we’ll design it for you!
Mentor’s Self Development Products Provide flexible, cost effective & measurable Learning solutions for Individuals, to solve Capability & Behaviour related challenges and enable their personal growth and spans three areas…
Multi Stimuli Learning Programs resulting in Certifications from Mentor or a B School, offered as open programs for Individuals (Employees, Students, Professionals) - In class room or through Webinars
Self-Development Product Suite that operates like an Over-The-Counter Drug for solving workplace challenges quickly. These consist of Select the Problem → Take an Assessment → Receive a Report → Go through an e-Learn → Get some Virtual Coaching and eventually help resolve problems.
Executive Coaching for Managers & Leaders who want personal attention and customized inputs to deal with career growth & challenges offered in person or virtually and delivers meaningful transformation, flexibly!
These offerings effectively help plug the long lead times before organizations manage to offer learning support to managers & leaders. It helps that these are bite sized and affordable for individuals.
Supported by our own Learning Management System and the iMentor Mobile App learning through multiple stimuli leading to certifications can be managed seamlessly with minimum effort involved from organizations…
In short, measurable effectiveness at a HUGE value for the money invested. Click here to see the range of learning areas available. If you don’t find what you want, talk to us… we’ll design it for you!
Mentor’s LifeSkills for Students Programs aim to provide flexible, cost effective & measurable Learning solutions for Students & Schools, to solve challenges in their life Skills and enable their holistic development
LifeSkills for Students is an intensive & engaging learning experience that gives the students an opportunity to master the challenging complexities of navigating the real world and grooms them for their future in the work place.
LifeSkills for Students program has evolved from Mentor’s research on ‘traits of Successful Employees’ while training over 100000+ employees over the last two decades resulting in what we identify as Six Critical LifeSkills.
LifeSkills for Students program is delivered In-School by Mentor facilitators. This involves 36 Hours of Interactive Learning for Kids done over 24 weekly 90-Minute sessions with a highly Interactive Methodology that includes Games, Movies, Drills, Skits & plays, Roleplays and Projects.
It uses Personality and Multiple Intelligence Assessments and offers 3 Hours of counselling for parents to help them understand their kids better based on the Reports from the assessments
LifeSkills for Students Program focuses on helping the child (7 – 18 years) to - Improve Self Awareness, Express ideas & Communicate with confidence, engage with others joyfully & work with collaboration, solving problems and take initiatives fearlessly, plan her effort with diligence and attempt to succeed in her goals, manage expectations of themselves & others
In short, readiness for the future for your kids at a HUGE value for the money invested. Click here to see the range of learning areas available. If you don’t find what you want, talk to us… we’ll design it for you!
Learning &
Development
Programs
Organization
Development
Services
Self-
Development
Products
LifeSkills for
Students
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Learning & Development
Mentor understands what it means to deliver business outcomes for every training investment. We have spent years researching how learning experiences can be transformed into measurable outcomes. We use Multi Stimuli Learning Model to engineer specific target behaviours that will ensure and sustain business results. With measurability at all four Kirkpatrick Levels, End to end program management is ensured with diagnostics, design, contextualization & coordinated web enabled delivery management is hallmark of all our programs.
Each course is delivered as a Certification Program involving Pre-Course Work, Classroom, Pre & Post Changes of Skills & Beliefs, Learning Application Project, Webinars & coaching, Measurement of Behaviour Change Using Behaviour Perception Surveys administered through our LMS & Mobile App. The Result Oriented Learning Engineering approach Involves Learner's Managers as coaches & facilitators of learning and transfers complete ownership for learning to the employee & his manager.
Behavioural Competency Development
Code Title Who is this for? What does this do? When is this needed? CR
Time - Hours
Time in
Weeks
Our Clients who have tried this Satisfactorily!
CDP-01
Campus to
Corporate
Fresh hires in an organization who are just out of college education or final year students studying in institutions
Familiarizes & builds all the basic behavioural competencies required for the workplace such as Writing, Conversations, Team Working & Time Management and enables fresh hires to integrate faster & effectively into the organization culture and reduces time to productive performance.
When hiring on a large scale and need to monitor quality of workforce or need shorter time to productive performance from new hires.
48 12
Accenture Services Private Limited, Tata Communication Transformation Services, Knolskape, Jones Lang Lasalle
CDP-02
Spoken Right
Individual Contributors in Organizations - in any function or industry
Builds Verbal Communication Skills using behaviour analysis techniques & enhances productivity in Meetings & Conference calls
Customer perception on workforce is poor, longer cycle times due to interpersonal conflicts or poor communication.
16 14
Delhi International Airport, Cognizant Technology Solutions, Virtusa India, Accenture Services Private Limited, Satyam Computer Services, Logica India, Deloitte Consulting, Mentor Graphics, GMR
CDP-03
Written Right
Individual Contributors in Organizations - in any function or industry
helps in improving professionalism and objectivity while writing emails to both internal & external clients using a proven framework called TOCSE
Customer perception on workforce is poor, longer cycle times due to interpersonal conflicts or poor communication.
16 14
Cognizant Technology Solutions, GMR Infrastructure Limited, Delhi International Airport, Deloitte Consulting, Flextronics Software, Virtusa India Private Limited
CDP-04
Joining Together
Individual Contributors in Organizations - in any function or industry
helps improve Team Working skills by habituating people to critical interaction skills & attitudes and enhances productivity of Individual Contributors
Lower productivity or longer cycle times due to poor coordination among teams.
16 14 Accenture Services Private Limited
CDP-05
First things First
Individual Contributors in Organizations - in any function or industry
helps improve Planning & Prioritizing skills using the Time Mastery Framework and enhances productivity of Individual Contributors
Lower productivity or longer cycle times due to poor prioritization
16 14
Accenture Services Private Limited, Technicolor India Private Limited
CDP-06
ProComm Gym
Individual Contributors in Organizations - particularly in IT or ITES Organizations who need to interface regularly with customers
is 60 hours in 30 x 2-hour communication gym with structured workouts for improving verbal & written communication skills. Measures & indexes Communication Competency tangibly using the ProComm Index
Customer complaints are high, escalations are frequent, and employees are struggling to cope with communication environments with customers.
16 14 Tata Communication Transformation Services
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Code Title Who is this for? What does this do? When is this needed?
CR Time
in Hours
Time in
Weeks
Our Clients who have tried this
Satisfactorily!
CDP-07
Enriching Customer
Experience
Individual Contributors in Organizations in Customer Service Roles
helps customer service people build critical interaction, planning & analytical skills needed for managing customer service scenarios and achieve better customer satisfaction
Customer complaints are high, escalations are frequent and employees are struggling to cope with communication environments with customers.
16 14
CavinKare, Flextronics Software, HCL Technologies Limited
CDP-08
Winning in Sales
Individual Contributors in Organizations in Sales Roles -
B2B Selling Environments
helps sales people build Prospecting, Investigating, Account Navigation & Closing Skills in order to understand & improve their sales effectiveness. Uses Behaviour measurement techniques, Drills, Analysis & Tracking tools to measurably improve skills and correlate to Sales Success
When the Sales team is new and requires push to become productive, sales performance is low and struggling to achieve targets, realizations are low or cycle times are getting longer
16 14
Bharat Overseas Bank, CavinKare, Sanmar Founderies Limited, MARG Properties, Spectris Technologies Private Limted, Great Wholesale Club Limited, Sanmar Engineering
CDP-09
Managing Sales
Channels
Individual Contributors in Organizations in Sales Roles - Channel Selling Environments
helps channel sales people build Planning, Interaction, Merchandising & Analysis skills to deliver consistent sales results. Uses Behaviour measurement techniques, Drills, Analysis & Tracking tools to measurably improve skills and correlate to Sales Success
When the Sales team is new and requires push to become productive, sales performance is low and struggling to achieve targets, realizations are low or cycle times are getting longer
16 14
CDP-10
Discoveree!
Individual Contributors in Organizations - in any function
or industry
An Adventure in Attitudes – helps employees enhance self-awareness through structured Process Work, Small Group Activities & Exercises and improves Motivation, Purposefulness, hence productivity
When the morale is low in teams, conflicts run high and collaboration is low.
16 14
Cognizant Technology Solutions, Pioneer Wincon Private Limited
CDP-11
Break Free!
Individual Contributors in Organizations - in any function
or industry
Establishes Creativity as a Process – helps break the myth that creativity is about talent and not everyone can have it. Built on Roger Von Aech's methods and principles, helps measurably identify strengths in the creative process & orientation of an individual and acquire relevant targeted skills to enhance creative output, ideas & their implementation.
When there is a need to push up suggestions or new ideas at workplace, want people to take ownership to outcomes and enhance free thinking & ideation in role holders.
16 14 Deepak Fertilizers Petrochemical Ltd
CDP-12
Zen & the Art of
Problem Solving –
Line Managers in
Organizations - in any function
or industry
Uses a proprietory framework that helps managers in driving a culture of Sustainable Problem Solving in their environments.
When there are too many fixes happening and problems recur, crisis management starts dominating work environment, absence of excellence orientation in the organization
16 14 RBS Business Services Private Limited
CDP-13
Bull’s Eye –
Individual Contributors in Organizations - in any function
or industry
Uses the Define-Analyze-Refine-Evolve Actions DARE model to develop Problem Solving Skills for Individual contributors
When there are too many fixes happening and problems recur, crisis management starts dominating work environment, absence of excellence orientation in the organization
16 14
Deepak Fertilizers Petrochemical Ltd, RBS Business Services Private Limited
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Code Title Who is this for? What does this do? When is this needed? CR Time
in Hours
Time in
Weeks
Our Clients who have tried this
Satisfactorily!
CDP
-14
Achieving
Life Balance
–
First & Second
Line Managers
in Organizations
- in any function
or industry
Uses Dr Olsen's Stress-Coping
Resource - Satisfaction Model,
a well-researched method for
measuring & managing Stress
by building specific Coping
Resources. Uses measurable
ways of building coping
resources as well as
monitoring stress &
satisfaction levels
continuously.
When the morale is low in
teams, conflicts run high and
collaboration is low. Too
many errors happen too
frequently. Signs of attrition
owing to stress.
16 14
Tata Communication
Transformation
Services, Accenture
Services Private
Limited, Flextronics
Software, Logica
India Private
Limited, Computer
Science Corporation
CDP
-15
Writing for
Results –
First & Second
Line Managers
in Organizations
- in any function
or industry
helps managers achieve
business objectives through
writing effective emails,
reports & documents
Cycle times are getting longer,
Customer complaints are high
or Conflicts are springing up
internally due to
miscommunication or
misunderstanding
16 14 Computer Services
Corporation
CDP
-16 Present IT –
First & Second
Line Managers
in Organizations
- in any function
or industry
helps managers deliver
professional & impactful
presentations using emotional
& verbal behaviour analysis
techniques
Customer perceptions of
professionalism are low of the
managers or employees,
when decisions are taking too
long with customers or
internal decisions are
hampered owing to poor
presentation of ideas &
proposals
16 14 Juniper Networks,
Saint Gobain
CDP
-17
Managing
Performance
through
Projects –
First & Second
Line Managers
in Organizations
- in any function
or industry
helps managers integrate
Project Management &
Performance Management by
Identifying Project aligned to
Performance & Successfully
execute them.
When there is too much crisis
management, inadequate
proactive tendencies in
managers, long term planning
& readiness is absent or low
excellence orientation.
24 20
Delhi International
Airport, Deepak
Fertilizers
Petrochemical
Limited, RBS
Business Services,
CavinKare ,Carrefour
WC and C India,
Accenture Services
CDP
-18 Money Wise
First & Second
Line Managers
in Organizations
- in any function
or industry
enhances ability of Managers
to understand financial
metrics better and link daily
workplace behaviours to
financial outcomes. Helps
devise strategies for achieving
financial objectives by
modifying team behaviours.
When managers are too
activity focused and can't
seem to control financial
objectives or outcomes.
16 14 Scope International
CDP
-19
Improving
Managerial
Effectiveness
First & Second
Line Managers
in Organizations
- in any function
or industry
Develops capability in
Managers to
Manage Self, Manage Others,
Manage Performance
Low productivity or
engagement, high attrition,
longer cycle times, too many
conflicts.
24 20
MRF, Nuziveedu,
ITC, Accenture
Services
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Code
Title Who is this for? What does this do? When is this needed?
Classroom
Time - Hours
Calendar
Time - Weeks
Our Clients who have tried this
Satisfactorily!
CDP-20
Win-Win Negotiating –
First & Second Line Managers in Organizations - in any function or industry
helps understand, strategize & execute negotiations effectively. Uses researched methods for Preparation & Planning, Strategies & Tactics, Negotiation Behaviours and builds measurable skills that link to outcomes.
Sales or Supply chain teams are realizing low value or savings, decisions are taking too long, implementation failures on vendor or customer commitments get high
24 20 Johnson and Johnson, Caterpillar India
CDP-21
Coaching for Sales Success –
First & Second Line Managers in Organizations - in any function or industry
enables sales managers and leaders to enhance sales success through coaching using the GROW & Behaviour Analysis Models
Sales performance is unpredictable, of poor quality and there is no pipeline of talent for succession or expansion
24 20 FIS
CDP-22
Communication Edge –
First & Second Line Managers in Organizations - in any function or industry
helps manage communication in interactions using scientific understanding of human behaviour
When managers are too factual, struggle to be sensitive to people and cause a lot of conflicts and hence low engagement or attrition.
24 20
Deepak Fertilizers and Chemicals Private Limited, ITC Limited
CDP-23
Building High Performance Teams
First & Second Line Managers in Organizations - in any function or industry
Using models like TrAP & Belbin Team Roles enables managers to align employees to right roles and coach them effectively to performance
When teams are getting confused, go haywire on priorities and engagement levels are low, morale is affected
16 14 Ultratech Cement, Aditya Birla Management
CDP-24
Coaching for Performance
First & Second Line Managers in Organizations - in any function or industry
Builds skills in managers to create coaching environments in daily work situations using GROW & 7 Step Feedback Processes.
Team performance is unpredictable, of poor quality and there is no pipeline of talent for succession or expansion
16 14 Ultratech Cement, Aditya Birla Management
CDP-25
Managing Conflicts
First & Second Line Managers in Organizations - in any function or industry
Uses the KrayBill Conflict Inventory to help managers understand & categorize their approach to conflicts. Builds skills in conflict management and habituates them to success behaviours in a measurable way.
When managers are too factual, struggle to be sensitive to people and cause a lot of conflicts and hence low engagement or attrition.
16 14 Aditya Birla Management
CDP-26
Pit stops to Peak Performance
First & Second Line Managers in Organizations - in any function or industry
Using popular mythology characters Arjuna & Krishna and a script of Performance Gita, this enhances understanding of Performance Management and helps deploy it in practice
When performance appraisals get too subjective leading to too many grievances & dissatisfactions, the quality of employee decisions - promotions & increments - is poor.
16 14 Ultratech Cement, Aditya Birla Management
CDP-27
Result Oriented Learning Engineering
First & Second Line Managers in Organizations - in any function or industry
enhances sensitivity & design capability of leaders and helps leverage learning for business outcomes
When managers are too dependent on support functions for people development and not able to leverage at work opportunities for developing people.
64 30 CDP-20
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Code Title Who is this for? What does this do?
Classroom Time - Hours
Calendar Time - Weeks
Our Clients who have tried this Satisfactorily!
CDP-
28
Train-The-
Trainer –
First & Second
Line Managers
in
Organizations -
in any function
or industry
helps build Facilitation
Skills in leaders
When Managers are
unable to make the
most of meetings,
conferences and
struggle to be impactful
in facilitation, employee
perception of manager
credibility is low.
16 14
CavinKare, People Craft,
Alcatel Lucent, Genpact
Infrastructure,
Sutherland
CDP-
29
Sales
Management
–
First & Second
Line Managers
in Sales B2B - in
any function or
industry
helps managers enhance
their team sales
productivity
Sales performance is
unpredictable, of poor
quality and there is no
pipeline of talent for
succession or expansion
24 20 CavinKare
CDP-
30
Collaborating
for Results –
First & Second
Line Managers
in Support
Functions - in
Services
Businesses
improves Consulting skills
for Support Function
Managers
When support
functions - Quality, HR,
Training, etc - are
ineffective or unable to
align with business, or
cannot perform in a
measurable way.
24 20 RBS Business Services
Pvt Ltd
CDP-
31
Leading
people to
Performance
Second Line
Managers &
Leaders in
Organizations -
in any function
or industry
Develops Capability in
Managers to enhance
Self Awareness, Adapt
Leadership Styles, Align
people to roles, Develop a
performance Culture
Team performance is
unpredictable, of poor
quality and there is no
pipeline of talent for
succession or expansion
24 20 Deloitte, Accenture
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Leadership Development Programs
Code Title Who is this for? What does this do? When is this needed?
Class room Time - Hours
Calendar Time - Weeks
Our Clients who have tried this Satisfactorily!
MLD-01
Compass–
Manager’s
School
Medium to
Large
Organizations,
particularly
Services
Businesses
Develops Skills and
habituates first line
managers (current or
potential) to a target set
of behaviours across -
People Management,
Customer Management
&
Execution Management.
There is a need to develop
a pipeline of First Line
Managers from Individual
Contributors or
build competencies in
existing FLMs
to enhance productivity,
stem attrition, increase
employee & customer
engagement.
Want to expand
operations at a brisk pace.
64 40
Cognizant Technology
Solution, HCL
Technologies Limited,
Accenture Services,
Ramco Systems,
Foster Wheeler,
Pioneer Wincon,
Logica India, IHG IT
Services, SPAN
Outsourcing,
Flextronics Software,
Alcatel, Bharti Airtel
MLD-02
Winning
Through
People
Medium to
Large
Organizations
across
industry
verticals
Develops Skills and
habituates managers to
a target set of
behaviours across -
Conflict Management
Coaching for
Performance
Building High
Performance teams
Performance
Management
There is a need to develop
a pipeline of Second line
Managers from First Line
Managers or build
competencies in existing
SLMs to enhance
productivity, stem
attrition, increase
employee & customer
engagement. Want to
expand operations at a
brisk pace.
32 40
Bharti Airtel, Ultratech
Cement, Mahindra
Holidays, HCL
Technologies Limited,
Wipro
MLD-03
Driving
Execution
Excellence
Medium to
Large
Organizations
across
industry
verticals
Develops Skills and
habituates managers to
a target set of
behaviours across -
People Excellence
Process Excellence
Value Excellence
Execution Excellence
There is a need to develop
line managers into
business leaders, EAGLEs
helps offer a rigorous
Crash MBA program at
work.
64 50 Carborundum
Universal
MLD-04
Emerging&
Growing
Leaders
Medium to
Large
Organizations
in
Manufacturing
or Process
Industries
Develops Skills and
habituates managers to
a target set of
behaviours across -
Managing Self, Others,
Performance & Culture
Managing Customers,
Negotiations & building
Business
Understanding Strategy,
Planning, Finance &
Execution
There is a need to develop
a pipeline of First Line
Managers from Individual
Contributors or build
competencies in existing
FLMs to enhance
productivity, stem
attrition, increase
employee & customer
engagement. Want to
expand operations at a
brisk pace.
96 50
Genpact India,
Accenture Services
Private Limited, Logica
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Performance Enhancement through Learning Projects – PELP
Code Title Who is this
for? What does this do? When is this needed?
Calendar Time - Weeks
Our Clients who have tried this
Satisfactorily!
PELP-
01
Building &
Operationalizing a
Mentoring System to
help manage attrition
& employee
engagement.
Medium to
Large
Organizations
Builds & Operationalizes a
Mentoring System
involving senior managers
of the organization, run it
effectively in a measurable
way to help manage
attrition & employee
engagement.
When there is low
engagement, or high attrition
in younger, entry level
employees in an organization,
particularly remote
manufacturing environments
24 Sesa Goa Ltd
PELP-
02
Designing Education
Programs & Building
Internal Delivery
Capacity to drive
transformation
agenda such as
Business Excellence,
TPM, TQM, ISO, etc.
Medium to
Large
Organizations
Design Education
Programs & Building
Internal Delivery Capacity
to drive transformation
agenda such as Business
Excellence, TPM, TQM,
ISO, etc.
When driving particular change
objective or introducing new
methods or culture in
organization and want it to be
driven bottom up, achieve
employee involvement in the
initiative.
24 GMR Group
PELP-
03
Specific Performance
Enhancement
Initiatives
Any sized
Organizations
Manage Performance
Problems or Enable
Achievement of Specific
Business Objectives such
as
Sales Conversion, Quality,
Productivity, Attrition, etc -
through Design & Delivery
of Multi Stimuli Model
Learning Interventions and
creating measurable
effectiveness.
When going through specific
performance concerns or
driving particular change
objective
24-48 MARG Properties
PELP-
04
Cranking the
Flywheel!
Medium to
Large
Organizations
Creating a culture of
Innovation through a
series of events, activities
& learning programs.
When there is an organization
thrust needed for increasing
idea generation, suggestions
and create a culture of
innovation
30-45 Yet to try on a scale
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Organization Development Interventions
Mentor assists in planning, strategizing and implementation of Organization Development (OD) Interventions that increase the
organization's effectiveness and viability. We help to bring in the desired kind of change and better results. Here are some of them…
Diagnostics & Reporting
Code Title Who is this for? What does this do? When is this needed? Calendar
Time - Weeks
Our Clients who have tried this Satisfactorily!
DT-01
Employee Engagement Analysis
Mid or Small sized Organizations experiencing high attrition, lower productivity
Using a 12 Question online survey, measures the engagement levels of employees and uses the data to identify various competency gaps in managers as well as possible issues & concerns in the work culture. Leads to objective identification of needs.
When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case.
4 Cavinkare, Tata Communications, Indo National
DT-02
Learning Climate Survey
Large of Medium sized Organizations who are wondering if they must change the way they administer learning
Using a 24 Question online survey, measures learning environment in the perception of employees and uses the data to identify various gaps in process as well as possible issues & concerns in the work culture. Leads to changing the way learning is administered in organizations.
Learning programs are not seeing interest, people drop out of training, there is not measurability, employees are complaining of lack of opportunities to learn, etc
4 Cavinkare, Tata Communications
DT-03
Professional Competency Indexing - 360 Degrees
Any sized Organizations experiencing high attrition, lower productivity and other issues of culture or performance
Using a 30 item management competency descriptors, this gathers perspectives from Supervisor, Peers, Reportees & Self and generates a professional competency index for individuals
When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case. This will provide clear directions as to who needs training, particularly among managers and in what. can be correlated effectively with Employee Engagement Data
4 Genpact India Private Limited
DT-04
Competency Perception Assessment by Manager
Any sized Organization that is struggling to identify Learning Needs Objectively and run measurably effective learning programs. They may also be experiencing high attrition, lower productivity and other issues of culture or performance
Using a 24-30 item set of situation based questions on management competency descriptors, this gathers perspectives from Supervisor on factual display of behaviour and creates accurate assessment of competencies. Available for Individual contributors, First lIne managers & Second Line Managers
When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case. This will provide clear directions as to who needs training, particularly among managers and in what. can be correlated effectively with Employee Engagement Data
4 Yet to try on scale
DT-05
Cognitive Competency Assessment by Learner
Any sized Organization that is struggling to identify Learning Needs Objectively and run measurably effective learning programs. They may also be experiencing high attrition, lower productivity and other issues of culture or performance
Using a 24-30 item set of situation based questions on management competency descriptors, this is administered to a potential learner and creates accurate assessment of competencies. Available for Individual contributors, First lIne managers & Second Line Managers
When the client is unclear about competency development needs and is unable to generate consensus internally, offer this to strengthen his case. This will provide clear directions as to who needs training, particularly among managers and in what. can be correlated effectively with Employee Engagement Data
4 Almost all our clients
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Code Title Who is this for? What does this do? When is this needed? Calendar
Time - Weeks
Our Clients who have tried this Satisfactorily!
DT-06
High
Performance
Culture Audit
Mid or Small
sized
Organizations
Using a 30-item set of situation-
based questions on workplace
behaviours, this is administered to
all members in the team across
levels and creates accurate
assessment of Culture.
They are experiencing
high attrition, lower
productivity or other
specific performance
issues while the market
or competition seems to
be doing well
4 Indo National
DT-07 Collaboration
Climate Audit
Leadership
teams, Cross
functional
Groups,
Natural teams
in any sized
organization.
Using a 30-item set of situation-
based questions on workplace
behaviours, this is administered to
all members in the team across
levels and creates accurate
assessment of Collaboration
tendencies present in the team.
When teams are
struggling to bond or
facing significant
interpersonal conflicts,
or a new leader is trying
to settle in, etc.
4 Yet to try on Scale
DT-08
Profitability
Sustainability
Assessment -
Leadership
Survey
Leadership
Teams or
Leaders who
want to make
a structured
assessment of
issues & find
causes
objectively.
Using a 78-item set of indicators,
this is administered to leadership
team members in the organization
across levels and creates accurate
assessment of factors that lead to
profitability & sustainability
throughout the value chain of
activities in any organization.
when they face
problems with their
profitability or
sustainability in their
business, this helps
4 Yet to try on Scale
DT-09 Sales Culture
Audit
Mid-sized or
Large Sales
Teams
Using a 30-item set of situation
based questions on Sales
behaviours & Practices, this is
administered to all members in the
team across levels and creates
accurate assessment of Sales
Competencies as well as Sales
Management approaches present
in a team.
They are experiencing
high attrition, lower
productivity or other
specific performance
issues while the market
or competition seems to
be doing well
4 Yet to try on Scale
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Organization Development Interventions
Code Title Who is this for? What does this do? When is this needed? Calendar
Time - Weeks
Our Clients who have tried
this Satisfactorily!
ODI-01
Collaborating to Win – is a Team Bonding exercise using Psychometry & Structured facilitation
Any sized Organization
Brings together a team of cross functional leaders or a natural team through a series of experiences, psychometric profiling of their personalities using a scientific framework, that help them reflect about the way they collaborate and find new ways to enhance their working together as well as bond better as a team. Creates new energy in the team. It paves way for the leader to pursue new agendas, drive change.
Cross Functional Teams or Natural Teams across Levels in any organization that are going through significant interpersonal conflicts or hoping to change gears in their performance or have a new leader who is trying to "settle in"
24
Carborundum Universal, MARG Properties
ODI-02
Enhancing Employee Engagement
Any sized Organization
Measurement of Employee Engagement, Analysis of Data and Recommendations for Interventions required.
Low morale, unpredictable performance, high attrition, low productivity
30 Pioneer Wincon, CavinKare
ODI-04
Re-Engineering Learning & Development Function
Medium to Large organization
Mapping of Existing Process, Structure & Practices in L&D, Recommendations for changes in Process, Structure & Practices to drive learning engineering
Learning culture is poor, learning is not measurably done, engagement levels or talent pipelines are poor
24-48 Madura Micro Finance
ODI-04
Re-Engineering Learning & Development Function
Medium to Large organization
Mapping of Existing Process, Structure & Practices in L&D, Recommendations for changes in Process, Structure & Practices to drive learning engineering
Learning culture is poor, learning is not measurably done, engagement levels or talent pipelines are poor
24-48 Madura Micro Finance
ODI-05
Role Task Competency Analysis
Medium to Large organization
Building PMS aligned Job Descriptions with the complete involvement of managers and Creating a database usable for Hiring, Learning Need Analysis, Performance Reviews & Role Clarity Conversations.
Role Clarity is low, unclear linkages between role expectations and performance appraisals
12-20 Sterlite Industries (India) Ltd
ODI-06
ProSus Diagnostics
Medium to Large organization
Using a 9-Dimension, 78 – Parameter Model to Assess organizational readiness for Profitability & Sustainability and make recommendations for improvement in Process, Culture & Capability.
Low on profitability or sustainability in results
4 Indo National, ITC Foods
ODI-07
iMentor Talent Alignment
Medium to Large organization
Uses Psychometric Tools to help organizations assess & align its people with the roles they perform in Attitude & Behaviour Orientation dimensions.
There is a need to align people to right roles to enhance performance and reduce role-person conflicts
4 Mobius Knowledge Services
ODI-08
Driving Execution Excellence
Frontline & Middle Managers in any operations, particularly Process /Manufacturing Industries.
When we provide structured & systematic inputs to a group of managers using multiple stimuli on four critical competencies -Prioritizing & Time Mastery, Approach to Problem Solving ,Monitoring & Reviewing of Projects, Effective & timely feedback to stakeholders there is a definite improvement in the execution quality and the overall system gravitates towards excellence.
When there is a strong need for Reduction in cycle times & rework Increase in Productivity, Quality Better Talent development, Enhanced predictability in performance, More tangible Process improvements
30 Carborundum Universal
ODI-09
Visioning Facilitation
Any sized Facilitate the leadership team to identify opportunities for improving efficiencies or new products
Organization looking to shift gears, scale their business or look for expansion/diversification
4 Indo National
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Self-Development Programs
Large mass of millennials is getting added to the workforce. Their orientation to learning is quite different. Digital era & technological
innovations disrupt the learning stream, skills development and competency development which can help the individual drift strongly along
the tide.
Individual & Industry wants to scale learning, make it cost-effective, shorter and relevant to business. There is a need to transfer ownership
and accountability for learning to the individual. We provide various corporate trainings to up-skill and upgrade the individual in emerging
Our training programs are formulated to bridge this gap with a proactive approach nurturing customized learning strategies appropriate
for a professional individual.
With Mentor’s Self Development Programs, you can complete an online assessment, receive a scientific report that can help raise your self
-awareness and action plan on critical behaviour changes you can attempt to be more successful in your area of challenge. Further you can
also Seek to understand your situation through an eLearn & a quiz or spend time virtually with a coach to get advice on improving yourself.
This is available to individuals or to organizations
Code Title Who is this for? What does this do? When is this needed?
SDP-01
iMentor Personal Behaviour Profile
Individual Employee or Manager at any level
Helps identify personal behaviour drives and enhances understanding of why you behave the way you do and how others perceive you.
When you feel unclear about why you are not accepted by others or your performance is not meeting expectations. When you feel stressed in relationships or end up in too many conflicts with others.
SDP-02
iMentor Relationship Building
Individual Employee or Manager at any level
Helps identify personal behaviour drives of another person and enhances understanding of why he behaves the way he does.
When you are struggling to understand another person - spouse, child, boss, team member or peer - and you want to be more effective or influence the person better to achieve some outcomes
SDP-03
iMentor Role Compatibility
Individual Employee or Manager at any level
Helps identify how your personal behaviour drives compare with a particular role and enhances understanding of what kind of difficulties or comfort you might experience in that role.
When you feel stressed in a role and are underperforming... or you are unclear about the path you must take in your career that makes you perform optimally
SDP-04
iMentor Performance Management
Individual Manager at any level
Helps diagnose the nature of a performance problem situation, identify the causes and helps you identify a suitable leadership style & actions required for that situation. Provides guidance on your natural leadership style and areas for improvement as well.
When you are unable to get performance out of an individual team member and you want to diagnose and correct your approach to dealing with the situation
SDP-05
Personal Listening Effectiveness
Individual Employee or Manager at any level
Helps identify personal listening approaches, their intensity levels and enhances understanding of why you listen the way you do and how others perceive you.
When you feel less trusted by others or poor relationships with others and sense that it may be due to the way you listen
SDP-06
Coping with Stress
Individual Employee or Manager at any level
Helps identify the level of Stress, Satisfaction & Coping Resources you have in Work, Personal or Family environments and enhances understanding of why you feel the way you do and how others perceive you.
When you are struggling to cope with stress at work or in personal life and want to understand what is causing it, as well as take actions to improve your ability to cope
SDP-07
Writing for Results
Individual Employee or Manager at any level
Helps identify your behaviours while writing using the TOCSE Framework, enhance your understanding of why you are seen as effective or ineffective and make specific action plans.
When you get repeated feedback about the way you write emails or documents on the need for you to improve or be effective and you want to diagnose why
SDP-08
Influencing Others
Individual Employee or Manager at any level
Helps identify your behaviours while influencing others using the Verbal Behaviour Analysis Framework, enhance your understanding of why you are seen as effective or ineffective and make specific action plans.
When you are not able to get your way in conversations with team members, boss, peers or family and you want to understand why & improve
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Code Title Who is this
for? What does this do? When is this needed?
SDP-09
Personal
Creativity
Profiling
Individual
Employee or
Manager at
any level
Helps identify personal approach to creativity &
innovation and enhances understanding of why you
behave the way you do and how others perceive you.
When you are advised to be more creative and
you wonder why you don't get enough ideas &
implement
SDP-10 Sales
Discoveree
Individual
Employee or
Manager at
any level
Helps identify your approach to sales transactions,
behaviours you use there and enhances
understanding of why you behave the way you do
and how others perceive you.
When your sales performance is not
satisfactory, and you want to understand how
you are performing, diagnose issues & improve
SDP-12 Account
Management
Individual
Employee or
Manager at
any level
Helps identify personal behaviours in navigating
decisions with clients and enhances understanding
of why you behave the way you do and how others
perceive you.
When you struggle to navigate decision
making in client organizations and want to
understand why
SDP-13
Customer
Service
Profile
Individual
Employee or
Manager at
any level
Helps identify your behaviour tendencies while
interacting with customers and enhances
understanding of why you behave the way you do
and how others perceive you.
When you receive more complaints or poor
customer ratings and want to diagnose &
improve
SDP-13
Customer
Service
Profile
Individual
Employee or
Manager at
any level
Helps identify your behaviour tendencies while
interacting with customers and enhances
understanding of why you behave the way you do
and how others perceive you.
When you receive more complaints or poor
customer ratings and want to diagnose &
improve
SDP-14 Time
Mastery
Individual
Employee or
Manager at
any level
Helps identify personal behaviours at work or life
in twelve dimensions of time management and
enhances understanding of why you behave the
way you do and how others perceive you.
When you are short of time, end up in too
many crises, unable to deal with priorities
and want to diagnose & improve
SDP-15 Execution
Excellence
Individual
Manager at
any level
Helps identify TEN critical behaviours that
promote execution excellence and enhances
understanding of why you behave the way you do
and how others perceive you.
When you are short of time, end up in too
many crises, unable to deal with priorities
and want to diagnose & improve
SDP-16 Problem
Solving
Individual
Employee or
Manager at
any level
Helps identify your approach to problem solving
using the DARE framework and enhances
understanding of why you behave the way you do
and how others perceive you.
When you are short of time, end up in too
many crises, unable to deal with priorities
and want to diagnose & improve
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Life Skills for Students (LSFS)
Life skills have been defined by the World Health Organization as “abilities for adaptive and positive behaviour that enable individuals to
deal effectively with the demands and challenges of everyday life”. No wonder, Life skills have become a buzz word in education, since
eventually they are the focus across industries around the world.
There are several educational frameworks that Schools are trying to use to address life skills & create a comprehensive curriculum. However,
no one framework is completely comprehensive and, of course, no two class/teacher/student are identical. School systems have historically
focused on the more vocational requirements such as numerical, verbal, analytical abilities along with some co- curricular environments
that aid character development. With competition only growing with time, the tendency is to focus more on the harder aspects and let go
of the softer, but more impactful skills.
These gaps are not addressable when students complete their formative schooling years and transition to college. The effort required is
intensive and the students have become hard to shape & change now. This is best done in the school years. Helping students to gain life
skills therefore need not be about developing a new curriculum, but it’s more about reprioritizing their time, structuring and incorporating
opportunities for students to develop life skills in an engaging way as part of their current curriculum.
So, what CAN we to do about it? Each of our experience clearly indicates that children, besides their vocational requirements, should be equipped with other critical abilities
that allow them to succeed in and contribute to the society they live in. We broadly call such traits as LifeSkills and let our children swim
through the life seas and learn them on their own.
At Mentor, over the last sixteen years, working with 120000+ employees in their learning & development across various industries &
organizations, we realized a couple of significant insights...
1. there are Six Critical Life Skills that successful people seem to be banking on & leveraging as a mean to their success besides their
domain expertise – Self Awareness, Effective Communication, Collaborating for Results, Creative Leadership, Taking Responsibility,
Life Balance
2. These ‘seemingly’ adult skills are actually best learnt in younger years, systematically by engaging in environments & opportunities,
that don’t require long hours but just focus.
Keeping the above insights in mind, Mentor has created the Life Skills for Students as a 24 Weeks In-School Program with 90 minutes
each week in their Class Room. The Program is delivered at the school premises by Mentor’s Facilitators. This includes…
• Customised classroom time with Interactive Learning for Kids
• Personality and Multiple Intelligence Assessments for each child
• Exclusive counselling for parents in groups based on Psychometric Data & Class Room Observations
The Program Focus Self—Awareness
• Reflection and Enquiry
• Observation - How others see you
• Strengths and Limitations
• Understanding Emotions
Collaboration
• Dealing with differences
• Seeking and Giving feedback
• Seeking and Offering help
• Working together
• Understanding trust
Taking Responsibility
• Ownership & Accountability
• Fear of Failure – Deal with it!
• Proactivity, as a habit
• My life is My business
Effective Communication
• Articulating what you feel
• Making conversations
• Listening with your heart
• Presentations with joy
• Writing effectively, with ease
Creative Leadership
• Creativity as a process
• Innovation as a problem-solving path
• Persuasion – learn to influence
Life Balance
• Discipline – Driver of success
• Planning – making it easy
• Dealing with emotions
• Power of Practice
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Life Skills for Students - Learning Objectives
• Life Skills for Students has been designed differently for the three age-groups, since they deal with different life cycle
challenges & requirements. Here is a summary of the learning objectives for each age-group
Stephen Covey once said, “Today’s young people, our children, stand at the crossroads of two great paths. One is the broader, well-travelled path that leads to mediocrity of mind and character. The other is a narrower ‘less travelled’ uphill path leading to limitless human possibilities - and the hope of the world. EVERY child can walk this latter path, if shown the way”.
After the Life Skills for Students Program your Child should be able to…
Juniors (7 – 12 years) Seniors (13-15 years) Young Adults (16-18 years)
Every child is faced with unique obstacles and
possibilities throughout his or her life. What
makes someone a leader is how they manage
them and leverage those experiences to
positively influence others.
Social and emotional skills, sometimes called
“soft skills” are as important as cognitive skills
in determining success in school, work and
life. These skills are developed during
children’s earliest years.
Learning to play with others develops
language skills and improved teamwork;
making up games and rules develops
negotiation skills; learning to follow rules
develops ethics; and early exploration
develops creating thinking and problem
solving, the ability to communicate, get along
with others, control emotions, self- motivate,
think creatively and solve problems.
Imagine an educational system in
which the three pillars of Reading,
Writing, and Arithmetic would no
longer be sufficient for students to
survive in real life and compete.
That time has arrived. Once a
student attains above minimum
proficiency, these basics are being
pushed aside for skills such as
technology, life skills, global
awareness, and economic savvy.
Students need to be able to
graduate with above minimum
academic capability along with
personal character, social
responsibility, and other life skills.
Not all children learn life balance
and responsibility at their homes,
so imparting this capability has in
fact become essential.
It’s easy to feel overwhelmed by the problems
facing our global community. At this moment
youth, like your child, from all over the world are
contemplating their futures with a mix of
excitement and skepticism, pondering what role
they can have in building the world they want to
live in.
Young people are already making powerful
contributions to their communities and, through
participation in this program, no matter your
child’s current level of engagement, she can
increase her ability to grow as a responsible
individual and contribute to the society to the
fullest.
To prepare young people to create positive
change, this innovative program integrates two
foundational components: exploration of socially
responsible leadership, and development of a
meaningful personality.
• Be more aware of her actions & feelings and not hesitate to talk about them
• Articulate thoughts clearly... verbally and in writing
• Experience greater empathy and enjoy working in groups.
• Be more comfortable in taking initiatives or trying out new things
• Show more self-discipline and ownership in doing their activities
• Take responsibility for their actions and be more sensitive to timeliness
• Become more aware of self and recognize his strengths and weaknesses
• Improve their ability to converse in small and large groups as well as write more effectively.
• Foster better relationships with their peers, seniors and teachers.
• Attempt to try things without hesitation and greater planning
• Embrace a growth mind-set that values hard work and resilience.
• Manage their activities with more care and purposefulness.
• Understand their personality & capabilities, make clear & informed choices leading to happiness & professional success
• Articulate thoughts clearly, express ideas with confidence & clarity verbally & while writing with individuals or groups.
• Engage with others joyfully to achieve specific goals without hesitation.
• Appreciate their own uniqueness, consider options in a creative way while solving problems and take initiatives fearlessly.
• Be focused in their objectives, plan their effort with diligence and attempt to succeed in their goals
• Show maturity in dealing with failures or managing expectations of themselves & others
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Mentor Leadership
Desikamani Gopaladesikan (Mani), Founder & CEO Mani, graduated as a metallurgist from National Institute of Technology, Jamshedpur. Having worked
closely with different metals and their compositions, it was only natural for him to transition into
identifying human compositions and pursues passionately his research in Result Oriented Learning
Engineering.
With more than a decade of experience in organizations like Widia, Advani Oerlikon, Carborundum
Universal & NIS Sparta, to name a few, Mani also teaches as adjunct professor at School of Inspired
Leadership- Gurgaon & Great Lakes Institute- Chennai.
He has had the privilege of transforming thousands of individuals through his training skills in
leadership and behaviour management and has helped develop human capital in over 150
organizations. He is a specialist in helping organizations create a Vision for themselves, build Strategic
Design thinking among senior leaders and Executive Coaching.
Sivasankar Ramalingam (Siva), COO Siva is a seasoned Human Resources Leader with over two decades of diversified experience. He pursued a graduation in Science, who
is also a product of Madras School of Social Work (MSSW), specializing in PM & IR. Further polished by
“Leadership Excellence” at Indian School of Business (ISB), Hyderabad.
Siva’s exposure includes diversified industries such as Services, Manufacturing, IT services, Consulting,
Software product development, Telecom & BPM. He was a Head of Human Resources function in Indian
& Global Organizations. He was part of the Global Leadership Team in Conglomerate Companies.
Siva is known for his Leadership Skills, Change Management Projects, Organizational Development
Programs, Leadership Identification, Assessment & Development Programs, Coaching, Mentoring and
Training Skills He operates with a motto of SEED (Stimulating to Enlighten, Enrich & Develop).
The Mentor Ecosystem
Mentor’s biggest pillar of strength in delivering high quality result-oriented services is its Ecosystem. With over 60 people & firms, it
consists of a wide variety of Organization Development Consultants, learning facilitators who help in delivering projects along with
Learning Designers & Content developers, Technology Vendors and Academicians who support in Research & New product development.
We invest significantly in recruiting, inducting, training & engaging this ecosystem systematically & proactively.
Mentor Organization works with the ecosystem partners using scientific processes, certification mechanisms and technology enablement
to ensure that our Customers always get the best experiences & outcomes in a Reliable & Predictable manner.
Contact us…
If you see us playing a role in dealing with your business challenges, delivering services or even help you reflect & introspect, don’t
hesitate to reach us in any of the following ways…
• Call us at 044-42334202
• Visit our website www.mentor.in and fill out your requirements
• Speak to our leaders at +91 9500028611 or +91 9940155950
• Write an email to [email protected]
We would like to be part of your journey of transformation, enabling your people and success. Just let us know, we will be there!