My
Facilitation
Journey

I had never thought I would become a Facilitator. Even when I was doing my MBA, I planned to specialize in Marketing or Finance. I was working in Citibank in Corporate Banking when I was asked to conduct a session on the Cash Management Products of the bank at the Asia Pacific Banking Institute in Manila. It was my first experience conducting a session and I realized that I enjoyed it. I received good feedback. I did a couple of more sessions for my colleagues and started realizing that it was something I could think of doing more –along with my work.When I decided to leave Citibank and look for alternative careers outside banking, I did not think I could become a trainer right away. It was a chance meeting with the CEO of AchieveGlobal that led to this career. He  took a leap of faith and offered me the role of General Manager to set up and manage the operations of AG in Delhi. I not only had to find the clients but also had to conduct workshops for them. After my certification on a variety of programs and running several workshops successfully for many clients, I knew that I had found my calling.

I have been facilitating for more than 16 years. I now work as an empaneled Facilitator for Leadership and Transformation with Mckinsey &Co., as a Senior Consultant with AchieveGlobal ( now MHI Global) and also work independently with clients through my firm Nirupama Subramanian Leadership Development.

I love the work. I am grateful that my work is also my source of energy and joy. I enjoy connecting with a variety of people. I am continuously inspired by the difference this work can make. I work with a network of passionate and competent co-facilitators to offer several interventions to clients. While I have worked mostly with the Corporate sector, I am now also offering the Personal Development solutions to other organizations and individuals. I work mostly in India but have conducted workshops in Thailand, Indonesia, Singapore and Bangladesh. I am happy to travel anywhere in the world when the work calls.

The Facilitation Process

Facilitation means to make thing easy. The  facilitator is also a consultant, a coach, a teacher, a guide and operations manager for the entire process. We try to make it easy for  clients and participants to work with us but also challenge them to put in their best.

A workshop is not an event. It is a continuous process. The work starts much before the session and  should continue even after the program. We follow a simple 4 D process to ensure that clients and participants get the experience and results they are looking for.

Diagnose

During the process, we will get a complete idea of your needs and why this intervention is important for your organization. Well diagnosed is well resolved. This phase can involve the following activities

  • Discussion with key stakeholders to get context and business challenge
  • Discussion with potential participants to understand their needs and mindset
  • Analysis of feedback reports and assessments
  • Shadowing or observation of participants

Design

During this process, we create the blueprint for the intervention. This is based on the desired outcome and includes all activities before ,during and after the workshop. We design a unique learning experience which starts from the moment the participant receives notice of the workshop and ends with a celebration of the intervention. This includes Intervention Branding, Key Moments of Truth for participants, Immersion Experiences and post workshop reinforcement mechanisams.While many of the learning modules and concepts are generic across workshops,every intervention is designed keeping the clients needs in mind.

Deliver

During this phase, we conduct the session to world class standards. We do this by

  • Create a comfortable learning environment that will support the program design
  • Coopt participants in the learning journey by engaging the Head, Heart and Hand
  • Empower participants to step into the learning zone and try new things
  • Employ a variety of adult learning mechanisms including experiential activities, group discussions, video observations, case studies, role plays, concept sharing, application actions
  • Enable participants to move from Immersion Experience to Personal Insight with Learning Inputs that lead to Practical Application

Deepen

During this phase, we deepen the workshop learning. Behavioral change is not easy. It doesn’t always happen in a day and it needs to be sustained over a period of time. Research has shown that a single workshop alone cannot create the deep impact that  is required to embed organizational practices and new norms. The Kirkpatrick Model of measuring training effectiveness indicates that measuring training impact at a Behavioural and Result level is a challenging task.The success of this intervention rests both with the facilitator and the sponsor from the organization. This phase can involve the following activities

  • Post workshop email reminder of the action plans
  • Group call after 1 month to review workshop concepts and follow up on action plans
  • Participant Survey
  • Reinforcement or Application session
  • 360 degree feedback

Solutions

“How do we build our leadership pipeline? We don’t have a robust second line of leaders.”

“Our organization is going through a massive Transformation but the people are not on board. The changes we want are not getting implemented quickly.”

“The senior team responsible for implementing strategy is not working well together. Decisions are not taken on time. Each function blames the other.”

“People are working in silos. Trust level is low. There is little collaboration.”

“Our leaders are getting poor scores on people leadership. Attrition rates are increasing.”

“Our managers are not able to communicate with confidence to senior clients. Our competitors make better presentations. Our image is suffering.”

“People are not taking accountability. There is no sense of ownership.”

These are some of the challenges our clients have faced. While Training is not a panacea for all organizational issues, it is critical element in helping employees face diverse and difficult challenges.

Changing Mindsets and Building skill sets are both important for behavioral change and building leadership potential. The workshops embed both these elements so that the participant feels confident, convince and comfortable in dealing with their challenges.

These are some of the core interventions we can deliver.

Leadership Development

Personal Leadership

The quality of a person’s leadership depends upon the quality of their Purpose, Principles and Practices. In this workshop, participants connect to their personal vision and goals, understand their core values and beliefs, identify ways to shift limiting behaviors and practices, create their personal leadership brand and chart a powerful blueprint for their growth.

People Leadership

In this workshop, participants understand the mindsets and skill sets required to lead others to results. This includes elements of situation leadership and core interpersonal communication skills. The workshop uses emotional intelligence and Relationship Mapping to enable leaders to build trust and ensure win-win outcomes in all interactions.

Change Leadership

Research shows that only 30% of Organization change initiatives succeed fully. Steering your organization or team through times of change can be challenging. This workshop helps change leaders understand the Change Model, identify the internal barriers to transformation, create and communicate a compelling change story and hold deep dialogues to help others navigate change.

Top Team Alignment

This workshop aims to enable intact top teams to succeed in implementing the organizations strategy and goals. The team members understand the possible dysfunctions they face as a team and create a collective charter for working well together. The facilitator creates a comfortable environment for honest feedback and deep sharing. At the end of the session, the team members feel a greater connection, have more trust and a process of enabling productive conversations.

Capability Development

These workshops aim to enhance capabilities in a specific area. The focus is on enhancing communication effectiveness in a variety of situations.

Communicating as Leaders

This workshop helps middle and senior level managers to enhance their presence, structure communications and deliver compelling messages in any scenario including presentations.

Powerful Persuasion

Participants understand the elements of ethical persuasion, identify their influencing styles and learn powerful techniques to persuade others to work towards mutually beneficial solutions.

Coaching for Growth

Managers learn how to provide feedback and coach their team members to enhance performance and develop potential. Simple coaching techniques like Empathetic questioning, Reflective Listening and Option generation helps them not only to strengthen the bond with their teams but also achieve business results.

Facilitation Excellence

The success of your organization’s training efforts depends on the quality of your facilitators. Your trainers need to set an example and take up a leadership role while conducting workshops. This workshop provides new and experienced trainers with inputs on the ‘being’ and ‘doing’ roles of facilitation. Using theater techniques, body work, adult learning techniques, feedback and extensive practice, the workshop helps your trainers to deliver outstanding programs to your employees.

All programs are for a minimum of two days. Every program can be followed by a variety of reinforcement measures including coaching to deepen the learning. Apart from these core programs, we can create and combine content to suit your specific needs.