(In the interest of confidentiality, all client particulars have been changed)
Client: Wonderweaves Limited
Challenge: Wonderweaves Limited, a prominent player in the textile industry, harbored a formidable vision of achieving 500 crores in revenue by 2024. Propelled by this goal, all the employees were fully geared up and worked smart to get there. Despite the best efforts put in by all the departments, the top management sensed that something was amiss. Individually each one was doing his/her best. Collectively, however, the organization was making only incremental progress and not reaching anywhere. Multiple rounds of discussions with HODs to understand the gap did not yield anything substantial.
Discussion: Recognizing the urgency and significance of addressing the problem, the top management of Wonderweaves Limited, after a careful market study and necessary due diligence, sought the expertise of People and Strategy Consultants, Gateways Global Human Capital Solutions to help figure out the missing piece.
Approach: After doing a thorough organizational diagnosis with our indigenously designed flagship diagnostic tool called OrgEfficience, Gateways Global understood that the company faced a critical challenge in leadership. The leadership team comprised a blend of homegrown talent and laterally hired executives. Demographically, the mix was good but functionally it led to a disparity in perspectives and viewpoints. The lack of synchronization between the two impeded the company's progress and threatened the realization of its ambitious goals.
After internal discussions, deliberations, and putting the team’s collective wisdom to work, Gateways Global curated a carefully crafted three-phase program. The objective of the first phase was to identify the current level of leadership capability. The second was to design and implement interventions based on the outcome of stage one. The third phase was to test the effectiveness of the interventions using specific tools.
Following our unique ICI approach, we did the following:
360-Degree Assessment: To get an idea of where the leadership team stands currently in terms of competencies, we suggested a 360-degree assessment. Also known as a full cycle assessment, this is an evaluation tool designed to gather feedback from various sources such as self, peers, supervisors, subordinates, and clients or customers. This comprehensive feedback provides a holistic view of an individual’s strengths, weaknesses, and areas for development, offering insights into their effectiveness in the workplace from multiple perspectives. To serve the purpose of the assessment, these stakeholders were meticulously chosen to mitigate the risks of familiarity, bias, resistance, fear, confidentiality, and limited engagement.
Theme Identification: Feedback responses from the various stakeholders were aggregated and compiled into individual reports containing both qualitative and quantitative inputs. These reports were analyzed to identify recurring patterns and trends in stakeholder perceptions. They also served to throw light on how the gap between the assessment outcomes was meticulously consolidated into a perception matrix that visually represented each leader’s self-perception vis-a-vis stakeholder perception. A gap analysis was done to identify areas of alignment and divergence.
Feedback: Each participant was given detailed one-on-one feedback in a supportive and constructive manner which helped clear blind spots and correct self-perception in relation to others’ perceptions. It also gave them insights into their own strengths and areas for improvement. This equipped them to prepare an individual development plan.
Color Coding & Relationship Mapping: For easy understanding of the Management, we created a color-coded framework that facilitated a clear understanding of the leadership landscape, highlighting areas for improvement and alignment. Each participant was color-coded as red, green, or blue depending on his/her competency score.
Once each participant was color-coded, we created a comprehensive relationship map, mapping each Head of Department with his/her respective teams. This mapping exercise enhanced clarity and provided valuable context for interpreting stakeholder perceptions, shedding light on the underlying dynamics and influences. Towards the end of the discussion, the hands on-CEO was even able to cite specific instances as to why certain stakeholders would have rated the participants in a certain way.
This exercise also helped the management to focus on teams where strategic realignment was needed to enhance trust, collaboration and mutual value creation.
Coaching: Tailoring our approach to individual competencies and areas of improvement, we designed customized coaching programs. The participants for the coaching program and were carefully selected based on a scientific coachability index. The Coaching team was put through a series of sessions. There was the first round of Team Coaching sessions to bring in team cohesiveness and focus on core development areas based on the 360 feedback. Then they were allotted business-linked projects to enhance collaboration and business focus. This gave them a shared goal to achieve while boosting productivity through synergy. It enhanced problem-solving and creativity. Next came One-On-One Coaching to focus on behavioral changes to enhance potential in the identified areas. This was followed up by the Second Team Coaching session to throw light on how to work around and manage biases. Project Assessment was done next to evaluate the status of the project by analyzing the contribution of self and team. The Second round of One-On-One Coaching sessions followed, and this served to further enhance potential in the identified areas. The third and final team coaching was aimed at establishing a Signature presence.
Effectiveness Evaluation: We used the 180-degree evaluation to test the effectiveness of the training sessions, cross-functional projects, and coaching programs periodically, assessing the impact on the individual’s performance and behavior with stakeholders, and monitoring the individual’s progress toward his goals. Wherever midcourse corrections were felt necessary, we made them, to ensure continuous growth and development.
Outcome: Through our strategic interventions, Wonderweaves Limited witnessed a remarkable transformation in its leadership dynamics. The once disjointed leadership team evolved into a synchronized force, equipped with the necessary skills and insights to drive the company towards its ambitious vision. Specifically, the following areas showed remarkable improvement.
Employee Engagement scores increased from 55% to 78%, indicating a 42% improvement in the overall organizational culture as perceived by the employees.
People’s capability increased in terms of leadership effectiveness scores from an average rating of 6.5 to 8 on a scale of 10, reflecting a 23% improvement in leadership capability. In terms of skill enhancement, the percentage of employees exceeding skill development targets rose from 60 % to 85%, showing a 42% enhancement.
Collaboration- Survey feedback indicated a 40% improvement, measured by the increase in positive responses regarding the ease and effectiveness of working across teams.
Revenue Growth-Prior to the intervention, annual revenue growth was trending at 10%. Post-intervention data showed an increase to 15%, representing a 50% increase in growth rate. As a result of our collaborative efforts, Wonderweaves Limited not only surpassed its revenue target of 500 crores ahead of schedule but also fortified its position as an industry leader.
Conclusion: The case of Wonderweaves Limited exemplifies the pivotal role of effective leadership in navigating internal challenges and achieving organizational goals. Our signature Coaching style of empowerment through insight enables everyone to unlock their full potential through a deeper understanding of their own behaviors and motivations. Hence, it’s a personalized path to success tailored to the unique needs and aspirations of each individual. We strictly adhere to the ICF credentials with its commitment to integrity, understanding, and mastery of coaching skills. These credentials are globally recognized and respected for their high standards of education and ethical practices. By partnering with our consulting firm and embracing a holistic approach to leadership development, Wonderweaves Limited not only overcame its crisis of leadership but also emerged stronger and more resilient in the face of future challenges. As organizations continue to evolve in an increasingly complex and volatile world, investing in leadership development is no longer a matter of choice but an imperative for sustained growth and success.
