1. PRESENTSMagnum OpusLEADERSHIP PROGRAMME CATALOGUE - 2013

2. Magnum Opus Just as an artist focuses on the completion of a great work by chiselling a stone, leaders must chisel to unleash the potential of their followers. Great Leaders focus on their lifes work. The duties they fulfil are practice and preparation for the great work - Magnum Opus. Over the last 40 years, BlessingWhite has created a Leadership Magnum Opus by putting together extensive leadership research across the globe. Hundreds of client organizations and over 4 million individuals, managers and leaders have been able to achieve their full potential by using BlessingWhites solutions. HR Anexi, a BlessingWhite partner, presents to you this unprecedented opportunity to create your very own Magnum Opus! LEADERSHIP & ENGAGEMENT INTERVENTIONS WHY SHOULD ANYONE BE LED BY YOU? HELPING OTHERS SUCCEED LEADING TODAYS PROFESSIONALS INFLUENCING ACROSS MATRIX DRIVING ENGAGEMENTLEADERSHIP PYRAMID2 3. About UsBlessingWhite, founded in 1973 by Buck Blessing HR Anexi is a Human Capital consulting firm,and Tod White in USA, is a global consultingproviding a complete array of Leadershipfirm dedicated to creating sustainable high-Consulting, Employee Engagement and HRperformance organizations. It provides humanAdvisory & Outsourcing Services.capital consulting, processes, and tools to:We in HR Anexi believe that people are not1. Create high-performance cultures that the biggest asset for an organisation, they aredrive bottom-line results and reinforce the asset creators! Successful organizations createorganizations mission and values,a culture of engagement by empowering theiremployees and forming meaningful communities2. Develop leaders at all levels who can managearound achieving objectives that drive andthe business and inspire employees, and power businesses. Every activity we undertakeor recommend our clients to implement is3. Align employee self-interest, energy andunderpinned with the resolve to Poweringtalents with the organizations strategy. Organisations and Empowering PeopleBlessingWhite strongly believes and advocates Founded in 2007 by industry professionals thethat people and business are inseparable. There team in HR Anexi have extensive knowledge andare no bottom-line results without individual experience in helping organisations attract, buildachievement. BlessingWhite is committed toand retain top talent. HR Anexis collaboration withensuring the success of the organization andits clients involves exceptional depth and breadththe employee through its mission: Reinventing of work.Leadership and the Meaning of Work.We conduct diagnostic studies to discover anBlessingWhites consulting practice is based on the organisations culture, processes and capabilitiesphilosophy that leaders pave the way that othersand we also help them craft a blueprintfollow. BlessingWhite partners with the Londonfor leadership development based on theBusiness School (notably, Rob Goffee and Gareth organizations implicit and explicit choices aboutJones) and the Haas Graduate School of Business leadership, its beliefs and practices, and its people(namely, Terry Pearce) to bring the latest academic systems. In other words we help build leadershipinsights on leadership and employee engagementcapacity at all levels to meet operationalfor the global business community.objectives.BlessingWhites strengths lie in its content, HR Anexis organisational developmentconsulting, and research on strategic talentprogrammes generate great value for its clientsmanagement. Thus, they can quickly deploy with the curricula reflecting key businessstandardized as well as customized HR solutions toperformance metrics. They build on strengthsmeet any organizations talent needs. helping leaders identify desired behaviours,developing personal mastery, such as learningto recognize and shift limiting mind-sets, turningdifficult conversations into learning opportunities,and building on existing interpersonal strengthsand managerial optimism to help broadly engagethe organization.3 4. Why Should Anyone Be Led By You?London Business School professor Rob Goffee and Centre for ManagementDevelopment fellow Gareth Jones have studied this leadership question for the2 DAY WORKINGbetter part of a decade, writing a Harvard Business Review article and a best sellerSESSIONon the same name.GREAT LEADERSHIP EXCITES PEOPLE TO EXCEPTIONAL PERFORMANCESuccessful leaders modify their behaviour to respond to the needs of theirfollowers and the circumstances they encounter while simultaneously remainingtrue to who they are. They produce results by being crystal clear on their uniquedifferentiators and by addressing the four critical needs of their followers:COMMUNITY: AUTHENTICITY:Followers long for a sense of belonging, to feel Followers choose to be led by humans not titlespart of something bigger. Leaders must helpor credentials. Leaders must be able to identifythem connect to others (not just to the leadersand deploy their personal differences, foiblesthemselves) as well as to the over arching and strengths to inspire employees to apply theirpurpose of the organization. energy and talents.SIGNIFICANCE:EXCITEMENT:Followers want to believe their efforts matter.Followers need a spark to trigger theirLeaders need to recognise contributions in exceptional performance. Leaders who articulatea meaningful way, with highly personalised their own passion, values and vision provide thefeedback.energy and enthusiasm that employees hunger for.4 5. To silence a room of executives ask them, Why would anyone want to be led by you? Leadership Challenges OutcomesCore Methodology How do you establish a Leaders assess the needs of Online learning component leadership pipeline within thetheir followers and modifyto make the most of leaders organization? their leadership approach face-to-face action learning appropriately experience How to accelerate development of high Leaders deploy personal Intensive working session in potential teamvalues, strengths and evenwhich short bursts of learning members?weaknesses to maximize theiralternate with in-depth effectiveness as leadersbusiness issue analysis and How do you create a highconcept application performance culture Leaders learn to size up and common leadership situations and adapt their Simple online feedback language? leadership behaviourprocess that offers a reality without losing their unique check on the needs of leaders How do you inspire employee differentiators to drive resultsfollowers and focuses leaders commitment to action? personal development Leaders learn to build astrategies thriving community of aligned and engaged team members Peer coaching and community building Leaders learn to communicate effectively by considering not only their audiences needs but also the communication vehicles through which they, PROGRAMME FEES PER PERSON personally, are most effectiveINR 35,500/- + SERVICE TAX5 6. Helping Others Succeed Today managers are feeling intense pressure to deliver greater results in less time, with limited resources. Faced with a flatter organization, a more diverse2 DAY WORKING and demanding workforce, changing strategies, and fierce competition for talent,SESSION managers are being challenged as never before. The traditional command-and- control approach no longer works. Managers must become more effective at coaching, empowering, and supporting their staff to meet todays demands or run the risk of becoming ineffective or worse obsolete. We believe that effective coaching is a partnership, and that the responsibility for improvement lies with both manager and associate. 3 MAJOR COMPONENTSThe Coaching CLARITY: COMMUNICATION: Through self-assessment and confidential A hands-on workshop prepares managers toConundrum 2009 is feedback, managers gain clarity about each staff improve communication by initiating a results-BlessingWhites analysis members individual coaching needs, where they driven coaching improvement dialogue withof the opportunities and are in terms of their performance and growth their direct reports.challenges of building a goals, and what kinds of coaching support arecoaching culture.most important to them now.COMMITMENT:As a result of the workshop and coachingimprovement discussions, managers committo specific action steps that will improve theircoaching skills for each individual team member.6 7. Helping Others Succeed is a flexible process that incorporatesexclusive feedback, analysis, planning and dialogue tools. It equips leaders at all levels to actively engage employees in individualized high-performance and career coaching. Coaching ChallengesOutcomesCore Methodology How do you create a Managers learn to accomplish Managers complete an online culture of ownership andmore while supervising less self-assessment and select accountability? two team members to provide Managers understand how to constructive feedback about How do you align and engagereduce turnover by buildingtheir coaching needs and the workforce? open and honest partnerships managers skills in a variety ofwith team membersareas How do you build a high- performance organisation? Managers learn to delegate Immediately after or duringgreater ownership andthe workshop, managers How do you focus employeeresponsibility to team initiate a dialogue with their contributions on whatmembersteam members to discuss the matters most? feedback and plan for coaching Managers understand andimprovement. Together theyfamiliarise with the concept agree on an action plan toof changing their behaviourmake the manager a morefrom command and control successful coach and improveto coach, support, andteam member effectivenessempower This workshop sets the stage Managers learn to deal with for ongoing dialogue and performance issues in a non-coaching improvement for all confrontational mannerteam members Managers successfullyPROGRAMME FEES PER PERSON answer team members career, performance, andINR 18,000/- development questions+ SERVICE TAX7 8. Leading Todays Professionals Leadership is not easy. Most managers feel the squeeze of being on the front lines.They must execute ambitious business strategies with fewer resources, connect2 DAY WORKINGwith customers, and keep their teams motivated and productive all whileSESSIONsimultaneously extinguishing the fires that crop up each day. BlessingWhitesrecent study of nearly 900 leaders of professionals indicates that the challengesfaced by individuals leading todays professionals are even more complex.Leading Todays Professionals equips managers with skills and strategies formaking the most of the expertise, independence, and confidence of todaysspecialized knowledge workers.8 9. LTP equips managers with skills and strategies for making themost of the knowledge, expertise, independence and confidence of todays specialized knowledge workers and technicalprofessionals - in IT, engineering, finance and accounting,banking, science, medicine or sales.Leading Todays OutcomesCore MethodologyProfessionals ChallengesHow do Managers assess the Managers are equipped Online Prework Assessments:needs of todays professionals with special skills neededAll participants receive non-with particular reference to:to effectively lead todays anonymous feedback on professionals their leadership effectiveness Achievement through a simple online tool. Managers are geared to handle Autonomy increased span of control, A blend of feedback insightsplayer-coach roles, andand skill development to Collegial support and sharingchallenging team dynamicsensure maximum relevance, motivation to learn, and skill Participation in mission and Managers are transformed acquisition goalsfrom expert individualcontributors into successful Online Leadership Resource Professional identificationleaders of peopleCenter: This post-workshop site facilitates easy, ongoing Managers create an application of concepts andenvironment that fosters skillsinnovation Managers achieve increased productivitywhether the organization is matrixed or hierarchical, growing or plateauing, or experiencing large-scale changePROGRAMME FEES PER PERSON INR 16,000/-+ SERVICE TAX9 10. Influencing Across MatrixWorking in a matrix environment, where reporting structures are blurry, where one isoften responsible for engaging others in tasks and processes with little formal authority or2 DAY WORKINGpower, where teams are ever-shifting and changing, has become a challenging, dauntingSESSIONreality for many of todays professionals.Influencing Across the Matrix will help individuals build support for their ideas andnavigate better to gain understanding of the matrix structure and its subsequent benefitsand challenges, while building skills to help them move through it more effectively.Participants will explore and develop skills and strategies of persuasive communication,understanding of the individual and the situation, networking and influencing that havebecome increasingly important and critical to both individual and organizations success.Some of these strategies and skills includeESTABLISHING CREDIBILITY & BUILDING FACILITATING CHANGE:TRUST: Without credibility and trust, attemptingOverlapping responsibilities, aversion to change,to gain support for your ideas is likely to be in sensitive political and organizational issues thesevain. hurdles can prevent employees from getting theirchange ideas implemented. Participants learn howREADING THE INDIVIDUAL AND THEto respond to these challenges and bring aboutCONTEXT: There isnt a one-size-fits-allchange in the organization.approach. To be effective, individuals haveto adapt their approach to the needs of the STRATEGIC PLANNING FOR INFLUENCINGindividuals theyre trying to influence.SITUATIONS: Participants will apply a six-stepstrategy to their real world situations, which willSELLING AN IDEA TO A GROUP: help them more effectively structure & plan for anGaining the buy-in of a group requires presenting influencing conversation.to people with different views and agendas.Participants learn the skills necessary to deliverBUILDING A BROAD NETWORK: Whenideas that are clear, compelling, and to the point. influencing across the matrix, effectiveness is afunction of the people one knows - their network10 11. Matrix structures are here to stay. To an organization it offersopportunities to stay nimble and handle the challenges of global and complex operations. Equipping managers and employees with critical influencing skills, organizations can improve the efficiencyof individuals with the flexibility that a matrix promises. Influencing ChallengesOutcomes Core Methodology How do you work through Participants will walk away Online pre-work networks and other channels being better equipped to via relationships and navigate a matrix environment, Interactive and practise based influencers?where they may have littlemodule positional power How do you understand Focus on applying skills and structure politics and Participants will be able tostrategy to real world situations members of disproportionate form stronger networks influence?across the organization and more effectively build How do you build your sponsorship for their ideas, network and alliances?gain stakeholders buy-in and support , solicit the How do you build and sustaincooperation of others and relations for a long term?drive their priorities How do you use multiple Participants will be able to influencing approaches -do so through building trust using data and rationale, and credibility, thoroughly expertise and resources?assessing the style and needs of those being influenced and skillfully applying core communication techniquesPROGRAMME FEES PER PERSON INR 18,000/-+ SERVICE TAX11 12. Driving EngagementWHY ENGAGEMENT MATTERSThe more engaged the workforce, the more capacity it has to deliver on1 DAY WORKINGorganizational imperatives. High employee engagement drives discretionarySESSIONeffort, innovation, customer loyalty, quality, productivity, profitability andretention of top talent. Yet in most regions of the world, only one in threeemployees is fully engaged.ENGAGEMENT PARTNERSHIPS ARE CUSTOM BUILTOff-the-shelf, one-size-fits-all leadership formulas wont deliver. Neither willtechniques borrowed out of a great coachs closet of success stories. The bestmanagers understand that what works great for one person can derail another.They coach everyone differently because everyone has unique personalmotivators and needs. They establish excellent working relationships withevery person on their team. Individualized engagement partnerships helpmanagers avoid dangerous assumptions of whos engaged and why. They providea foundation of open dialogue that equips managers to successfully matchindividuals passions and proficiencies with organizational priorities and projects to drive engagement.ENGAGEMENT PARTNERSHIPS ARE CUSTOM BUILTDriving Engagement is a process that includes reflection, feedback, analysis,planning, practice and action. The core learning experience is an interactiveworkshop or combination of virtual and in-person modules. Online activities andtools help ensure relevant, effective group learning and enable managers to applyconcepts back on the job with every person on their team.12 13. Engaged employees are not just committed. They are not just passionate or proud. They have a line-of-sight on their own futureand on the organizations mission and goals. They are enthusedand in gear, using their talents and discretionary effort to make a difference in their employers quest for sustainable business success.Engagement Challenges OutcomesCore Methodology How do you match employee Managers understand what Online pre-work expectation of job and engagement is and why it workplace? matters Non-anonymous feedbackfrom one or two employees How do you find the right Managers learn the factors thatto provide each manager person for the job? impact engagement and clarifywith insights into employees their role understanding of How do you provide organizational priorities employees with opportunities Managers identify actions for for growth and development? taking control of their own A group learning experience, engagement which builds on the prework How do you recognize and feedback insights employee contribution? Managers prepare for an engagement partnership Engagement Partnership How do you create work-life discussion with at least one Discussions after the workshop balance for your employees? employee Managers identify actions theycan take to establish trust,build confidence and unleashthe potential of their team Managers are prepared toestablish individualizedengagement partnerships withPROGRAMME FEES PER PERSONevery person on their team INR 12,000/-+ SERVICE TAX13 14. CALENDAR 2013MUMBAI FEBMAR APR MAY WHY SHOULD ANYONE BE LED BY YOU? 21-22-30-31 HELPING OTHERS SUCCEED1-2LEADING TODAYS PROFESSIONALS 1-2INFLUENCING ACROSS MATRIXDRIVING ENGAGEMENT 3BENGALURUFEBMAR APR MAY WHY SHOULD ANYONE BE LED BY YOU? 16-17 HELPING OTHERS SUCCEED 20-21 17-18LEADING TODAYS PROFESSIONALSINFLUENCING ACROSS MATRIXDRIVING ENGAGEMENT14 DELHI FEBMAR APR MAY WHY SHOULD ANYONE BE LED BY YOU? 23-24 HELPING OTHERS SUCCEEDLEADING TODAYS PROFESSIONALS 16-17INFLUENCING ACROSS MATRIXDRIVING ENGAGEMENT14 15. JUNEJULYAUG SEPTOCT NOV DEC29-30 28-29 6-723-24 4-512-1321-223-4 20JUNEJULYAUG SEPTOCT NOV DEC13-14 12-139-1017-18 28-2919-205-6 5JUNEJULYAUG SEPTOCT NOV DEC21-2221-22 10-1113-1426-27 2315 16. Get in touchprograms@hranexi.comHR Anexi Pvt LtdHead Office505-506 Kshitij Building, Veera Desai Road,Besides Garden Court Hotel, Andheri West , Mumbai 400053Tel: (91 22) 6740 1000Bengaluru Office5/8, Off Brunton Road, Magrath Road,Bengaluru - 560 001Tel: (91 80) 6570 1801/2/3/4Delhi Office418, 4th Floor, Galleria Tower, DLF Phase IV,Gurgaon 122 002Tel: (91 124) 6462154/ 55/ 56/ 57 www.hranexi.com www.blessingwhite.com