Executive Coaching Services in India – Turning your executives into true leaders

Executive coaching is rapidly becoming commonplace in the leadership development and as a transition tool worldwide. Organizations view executive coaching as a viable option to acquire and retain top talent. A one-off activity around a decade ago, today a number of small, medium and large level organizations are introducing executive coaching in their training programs. It involves an executive, a coach and the organizational context as represented by the organization’s interest. Executive coaching, in hindsight, focuses both on the executive and the organization sponsoring the coaching.

 

In a world where everything is changing so fast, executives need to adapt themselves to the ever changing demands of their roles. Leadership roles are becoming more and more complex and invariably, leaders are expected to provide results. Executive coaching can be helpful in effective handling of the demands of the environment at work.

 

We are one of leading companies providing executive coaching services in India. Our coaching involves three learning levels:

§  Development of leadership capabilities and novel ways of thinking and acting in situations and roles that can be generalized

§  Tactical problem solving techniques

§  Development of skills and abilities of self reflection that makes sure you continue to learn even after coaching ends

 

The executive coaching program enables your executives to realize their true potentials and work it to their favor in achieving their aspirations. We know how to make best use of talent and help executives achieve their maximum potential and provide performance breakthroughs. Our executive coaching uses tailored goals and approaches best suited for your organization including:

§  Forming a development plan

§  Skill development

§  Performance improvement

§  Exploring, defining and implementing the executive’s learned leadership qualities to the organization’s business objectives

 

Our coaches apply practices such as problem solving, rehearsal and on-the-job training, feedback, and referral to other useful development resources. Thus, our executive coaching program touches on the executive’s career or personal issues involving work and life balance and use 360 degree feedback to work on specific problems. The people specific goals that our coaches help the executives achieve include interpersonal and professional communication skills, career transition, organizational effectiveness, personal management, performance enhancement, career management, developing an executive presence, enhancing strategic thinking ability, effective management of conflicts, professional and level headed approach to crisis, and effective team building within the organization.

How global executive search firms in India work?

Each and every global executive search firms in India  has its own unique methods, process and tools for helping the companies dealing in different genres get the employee they are looking for. Hence, the candidates who are taking the services of such search firms must have a clear understanding about its working methodology as well as hiring process. If they get acquainted with the process, they can easily make their mark in front of the companies which comes for the purpose of hiring. Let's have a look at the working of global executive search firms in India:

 

1.      Client Meeting

The process starts with hiring a client company meeting the search firm and outlining its search requirements, organisational strategy, corporate culture and other key aspects. The search company, then delves deeper into the company's structure and search for lucrative job opportunities and then define a candidate profile which aptly matches with the needs of the organisation.

2.      Market Analysis

The search firm indulges in a deeper analysis of the market and create a job profile after considering all the factors. The purpose of doing market analysis is to get the nerves of the market and the competitive environment. The candidate specification document created at this stage is used in the entire recruitment process.

3.      Search

At this stage the search firms explore each and every strategy and source to grab the top talents available in the market place by delving deeper into the market. The various databases are collected and analysed by team members. They make a judicious use of social media tools to get the necessary talent. Through this a list of potential clients is created which is called talent mapping. After talent mapping, search firm starts identifying whether the candidates are suitable for this particular job profile or not.

4.      Creation of a short list

The executive search firms conduct a number of internal meetings and interviews with the candidates to identify the potential candidates. A number of client companies give their own shortlisting formulas to the search firms, else they do it on their own. Once short listed, the executive search firms conduct a basic background checking of the candidate and verify the credentials. The shortlist is then presented to the client company.

5.      Further narrowed list

The client company then works with search consultants for further narrowing down the list presented by search firm; by focusing on reference checks and SWOT analysis of the candidate. Then the remaining candidates are called for an exhaustive interview with the people from the client company.

6.      Offer

If the client company selects a candidate, then offer and negotiation talks take place. The search consultants make sure that during the negotiation the needs of both the parties are satisfactorily met.

​Business Advisory Services

At Cornerstone International Group in India we feel that the process of renovation, change and improvement should be a constant at any organization that aims at maximizing growth. While the primary goals of the Organization may remain unchanged, the context in which the goals are to be achieved has to be seen in a continuous state of flux. Change is perhaps the only constant. In our experience across the globe, we have witnessed cyclical rounds of new change proposals emerge in companies either conceptually or as a conscious effort at the corporate level. However, at the operational level, less contentious and less visible, though not necessarily less important changes are implemented more often keeping in mind the importance of continuity and a need to ward off any disruption to normal routine business activity.

 

Cornerstone International Group – India provides advice and support to clients working in different industries and verticals to help manage complex and diverse organizations through these periods of significant change, driving service improvements and delivering creative solutions. Business Advisory Services for us are focused on achieving the singular goal of organizational excellence through its most precious asset, the people, and the systems that support their work. The Organizational Excellence work stream brings together all of our activities which help to improve the way our clients operate in areas such as HR, organization design, processes and systems. Our work with clients is largely focused on helping them prepare and continue to adapt to a rapidly changing business environment.

 

One of the key impediments in fostering a culture of innovation is the burden of carrying on with traditional hierarchical decision-making structures. This is particularly discouraging to younger staff members. We can state this almost as a truism that hierarchical structures are contrary to efficient work processes and impact morale. For example, in one instance of any organization we helped transform, in one department alone, analytical information on products went through as many as six to nine layers of review before arriving at a cogent plan of action. This is not only unnecessary; it directly impacts bottom-lines adversely. CIG deploys proprietary tools to flatten decision-making structures and make work genuinely more collaborative as opposed to hierarchical.

 

Business advisory services these days may require a different business model from that of traditional services delivery models characterized by a ‘one size fits all’ philosophy. For example, we recognize that business advisory services may be better suited to a business model based on selling of products and services that strives to continually progress up the value chain.

 

The achievement of our interventions through a Business Advisory Plan usually results in five key deliverables:

1.            Enhancing Trust and Confidence: Towards a more stakeholder and client-oriented organizational culture;

2.            Engaging Staff: A globally focused, dynamic, adaptable, meritocratic and physically & emotionally secure work force;

3.            Improving Working Methods: A more open and accountable organization with streamlined procedures;

4.            Rationalizing structures and functions: Optimal locations, common services and expanded partnerships.

5.            Embracing technology to operate more efficiently, reduce costs, and offer additional value-added services.