Our Programs
Influencing Skills for Boundary Management
Overview of the two day workshop on Influencing skills for boundary management
The workshop is designed for people in positions and roles where they have to deliver results through influencing those who are not within their organizational boundaries or within an organization outside their immediate sphere of control and influence. These skills and attitudes are critical and scarce, as the economy moves to a greater level of networked organizations and where resources are not the only keys to success. This skill is also critical for CEOs of JVs, Directors and General Managers of Public Sector undertakings and those who manage the government-organization interface either way. Professionally influencing independent Directors on the Board of companies will become a key aspect of Corporate Governance and complex decision making in organizations. Likewise the ability of bureaucrats and politicians to influence professionals and business persons will be critical as partnerships such as PPP model become critical for accelerating economic growth. The workshop will address several non-linear thinking processes such as the ability of individuals to accept that there can be different points of view and interests. Participants will experience the task of steering individuals and groups outside one's control to come to a shared meeting point with extreme patience and management of ambiguity. The learning will help people to plan such meetings, and strategize their approaches and appreciate the nuances.
Duration in days : 2 Program color code :Thinking-Manager
Overview of the two day workshop on Thinking Manager
The workshop is designed to enable people in managerial roles and positions to reflect on their on-the-job assumptions and behaviours that shape their actions and impact their effectiveness. It facilitates their understanding of the dynamic balance required between doing and thinking. Often in the course of forming habits of working, executives miss out on examining the delicate balance between thinking and doing that is essential. The workshop can help managers to realize the difficulties of thinking and to learn how to create space and time for thinking before taking actions. It will help them to relook at the assumptions behind the delegation processes in practice. It is recommended for middle and senior managers who are being groomed for their next positions.
Duration in days : 2 Program color code : For : ManagerDeveloping a Business Orientation
Overview of the two day workshop on Developing a Business Orientation
The workshop will bring in the “Why” of business orientation. Often professionals learn in MBA and similar other programs about the “How” and “What” of business orientation. These are necessary but not sufficient for the practice of business thinking. Unless an executive thinks from a business person's point of view (or the owner's point of view), the decisions and actions will not be convincing and that is where the loose ends begin in organizations. This orientation is required not just in Marketing or Sales or Finance functions, but also in every other function. The objective of this workshop is to improve the alignment between the inward oriented functions and the outward oriented functions. This will enhance the organizational effectiveness and will lead to better strategic decisions. It will also improve execution of business strategies by bringing the outward- inward views.
Duration in days : 2 Program color code :Connecting to the Emotional Self
Overview of the one day workshop on Connecting to the emotional self
The workshop will give a bird's eye view of the nuances of experiencing emotions within oneself and bring in joy in the little things that life brings to each one of us. Have you experienced the wonder of a child seeing the full moon or twinkling star or a bright full flower? Have you received and shared the emotions of a member of your family or your team without inhibition and restraint whether in jumping with joy or crying in helplessness or in trembling with fear or in total silence and peace? The objective of the workshop is to let people explore the complete gamut of emotions and drench in the rainbow of seeing the world as sea of emotional colours. This will develop one's ability synthesize the multiple dimensions and levels on which one sees life.
Duration in days : 1 Program color code :Leveraging Oneself for Role Transition
Overview of four day Primer workshop of Leveraging Oneself
The four day workshop gives individuals a bird's eye view of what a four day workshop can do for them. The workshop has fun-filled yet serious sessions to trigger one's emotions and thinking about oneself and to let one realize the possible blind spot or unrealistic set of assumptions that could be hindering one's development as an individual and as a leader. The workshop is a curtain raiser and helps people to clarify on questions that hold back people from developing to their full potential.
Duration in days : 4 Program color code :Championing Learning and Development
Overview of the two day workshop on Championing Learning and Development
The two day workshop addresses the needs of both business heads and HR and L&D heads. In organizations, often L&D is left to the L&D professionals and while this can be productive and effective, the optimum impact on organizations through L&D initiatives and investments will be released only when L&D is championed by the CEO and the HR and L&D heads. This alignment is often not addressed as the long term impact of L&D are not appreciated. Initially Ralph Cordiner in 1950s and later Jack Welch led GE to success, which is a classic example of the championing of L&D. Jack Welch personally taught at the Crotonville Management Training Centre. This workshop draws from the insights of ILIFESigmoid and shares unique framework for championing L&D that will pay rich dividends to organizations. It will help to address questions such as “Who should head L&D?” or “ How do we answer questions of ROI on investment in L&D?” .
Duration in days : 2 Program color code :Risks in Aerospace and Defence Business
Overview of 1 day program on Risks in Aerospace and Defence Business
The one day program will cover the Technology, Contractual and Geo-Political risks in the Aerospace and Defence Sector with reference to the Indian scenario. The risks are also opportunities for those who have the appetite for such risks. The program will give a broad perspective of risks which is essential for the future managers and leaders of businesses in this sector.
Duration in days : 1 Program color code :The Mindset for Organizational Leadership
Overview of the two day workshop on the Mindset for Organizational leadership
The workshop delineates the concepts of leaders and leadership. Although leadership is the subject of a large amount of research, books and theories, it is necessary that practitioners of management in HR and other functions understand the importance of creating the mindset for organizational leadership which is different from oneself being a leader. Organizational leadership has a deep and lasting impact on culture and requires a long term understanding. Lessons from various organizations will enable the practitioners to imbibe the mindset in a dynamic context.
Duration in days : 2 Program color code :About Thinking Fast and Slow and Decision Making
Overview of one day Executive Development Program on Thinking Fast and Slow and Decision Making
This program introduces Executives to the concepts that have emerged from research in Behavioral Economics, which have been excellently documented in the classic book “Thinking Fast and Slow” by Daniel Kahnemann. His pioneering work in Israel with his co-researcher the late Amos Tversky on what is called “Prospect Theory" led to a Nobel prize in Economics. This work has wide ramifications for managers and managements which are only beginning to be applied. It has implications in planning, scheduling, selecting, and on understanding how we think and often conclude irrationally. The subjects have implications for understanding perceptions of risks and on understanding the common fallacies in the notions of quality of decisions. The program is designed for senior executives who influence the organizational thinking.
Duration in days : 1 Program color code :Aligning Performance Management and People Development
Overview of two day workshop on Aligning Performance Management and People Development
The two day workshop addresses one more important issue for HR and Corporate leaders i.e., the challenge of changing organizational culture and climate. It is necessary to understand the linkages between performance management systems and people development systems as these are often addressed as separate issues. Drawing from the life time experiences of ILIFESigmoid team, both in public and private sectors, we offer a workshop to refresh the thinking on why and how of performance management and to appreciate the need for objectively seeing the systems in practice and not just assume what they should be like. Participants will get to understand what aspects of performance management need to be strongly linked to the people development and thus enable HR and L&D leaders to develop clarity in the logic of developing an L&D plan.
Duration in days : 2 Program color code :Primer on Leveraging Oneself – A Bird’s Eye View
Overview of one day Primer workshop of Leveraging Oneself
The one day workshop gives individuals a bird's eye view of what a four day workshop can do for them. The workshop has fun filled yet serious sessions to trigger one's emotions and thinking about oneself and to let one realize the possible blind spot or unrealistic set of assumptions that could be hindering one's development as an individual and as a leader. The workshop is a curtain raiser and helps people to clarify on questions that hold back people from developing to their full potential.
Duration in days : 1 Program color code :
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The Sigmoid Curve
Have you wondered why our logo has two curves with a common island like shape in the middle. The sigmoid curves or S shaped curves in our logo reflect the focus of ILIFESigmoid’s focus in learning. Each S curve represents the process of investment, development, growth and decline of a career, a profession, a product, a business model or a technology or an idea.
When one is in the same S Curve and has reached a steep growth phase, the learning is incremental and becomes short term focused. It also tends to perpetuate the comfort zone that gives a sense of stability and equilibrium. But such stability could be deceptive at the turning points in life of an individual or organization. The transition to a new direction, path or pattern is essential for long term survival and growth.
Managing such a transition, in the life of an organization or individual or career, is a critical aspect of survival, growth and success. ILIFESigmoid focusses on the critical point at which one takes the first steps to look for the next curve. This is when the most difficult learning happens. It is a point of inflection, where one has to walk on the old curve and yet invest in the new S Curve. But there is no guarantee of success in this investment. It is also more difficult to accept that the “letting go” of the past success is essential, in fact inevitable, in the future. These moments are filled with doubt, fear, restlessness and a gravity like attraction to the old ways that led to the present success.
ILIFESigmoid supports this process through offering the knowledge, the emotional support and the insights and understanding of real life challenges. Each person’s or each organization’ transition is unique and often people look for assurance that someone has already tested and tasted the success in the new S Curve. That is not necessarily the best approach. In fact it is the cause of many of the failures of change management in both personal and organizational lives. Often people tend to use the old S Curve structure, framework and approaches to manage the transition and the new S Curve.
ILIFESigmoid will convince its clients on the need to think and act afresh for the S Curve to be seeded with the ingredients that will lay a strong foundation for the success in the new S curve. It may also may necessary to give up on a false start and discover the S curve afresh. This learning calls for patience, perseverance and courage which are the hallmarks of successful leaders.
ILIFESigmoid gives the desired level of instability and stability that will create the learning space for one’s new S Curve. The investment in this process has to reach a threshold level so that the new S curve can become the bread winner or winning proposition. This investment is in terms of one’s energy and time for individuals and in terms of resources and support provided in organizations.
As technology, life styles, and environment rapidly change and become short lived or unpredictable, the S curve durations could become shorter and one may face as much as 4 to six major transitions in adult life. Therefore the learning for transition that you can learn from ILIFESigmoid is a long term investment for the future transitions also. And surely we will learn from your experiences and challenges.
Welcome to ILIFESigmoid and create a sea of opportunities for yourself. If you want to prevent becoming obsolete in your career and profession, we create a process of reinventing and remaining employable or being in business without dependence on the environment to give one a place.