Leadership Consulting

Leadership Consulting


Leadership consulting helps organizations identify, build & risk proof their leadership talent to succeed in complex business environments. A Leadership Advisory arm that works with organizations to identify the leadership risks and help structure sustainable strategies to hedge the risks, going forward. We work at the intersection of Business and Talent. Solutions backed by behavioral research help organizations align leadership and talent with their strategy.

  • Consulting helps organizations realize their business objectives, evident through key improvement in primary and secondary business metrics, through identifying their gaps in leadership areas and working on them. Our services help them identify and nurture future leadership talent and ensure business continuity, by fueling the leadership pipeline.
  • We help leaders individually and in teams, to develop their potential and ensure that their collective contribution exceeds their individual effort.
  • Leadership solutions, led by consultants with cross industry experience, help organizations align leadership and talent with their strategy.

Why Leadership Consulting

  • We believe that to identify and develop individual stars and leadership talent is no longer enough for goal achievement. It has become imperative to identify the organization’s strategic demands more precisely, to develop and retain effective teams, so that the missing capabilities are supplemented.
  • Our services are structured to provide the necessary impact at the organizational, team and the individual level in sync with the business requirement.
  • Drawing insights from analysis of leadership implications from investee startups to mid-cap organizations, we understand that leadership ‘capability & risk’ pockets can range from being scattered across the organization to key individuals or a combination.
  • The interventions help diagnose such gaps by using our expertise to converge context, maturity, environmental factors and organizational strategy to reaffirm these ‘capability & risk’ pockets and their impact on key business metrics.
  • Solutions are specifically designed to have an organizational, team or an individual level impact.

Organization Optimization

We collaborate and help organizations define their leadership requirements more clearly, taking cognizance of the important business implications and create a compelling model that captures what great leadership looks like for the organization. By integrating your input with our thinking, we help draft Leadership strategy, audit and developmental solutions that is both practical and future focused and, most importantly, right for organizations in this VUCA environment.

Enhancing Top Teams

Complete alignment around business strategy of the executive team is perhaps the most valuable asset not on the balance sheet of the organizations. The highest value work of a senior “team” involves making progress on the vital few challenges of enterprise that cut across the businesses and functions. We drive the alignment interventions for the organizations to have the required synergies. We also work with clients to help build top team performance that has a direct impact on business results and is sustainable over time.

Individual Optimization

We help leaders in “self-catalyzation process” through our behavioral interventions targeted at bringing the blind spots on the table. And providing the leaders enough data points to effectively structure their self-realization and developmental journeys. These behavioral interventions then closely converge with the business requirements for improvement in the primary and secondary business metrics. These behavioral interventions are integrated with our coaching services to develop and enhance executive’s effectiveness and for the leader to have already sounding board to take stock of his developmental journey.

We enhance Organization, Team and Individual Capability through the following:

I. Through Leadership Strategy

  • Align leadership strategy to vision and business landscape
  • Align C-suite to the value proposition;
  • Define Leadership capabilities necessary to win;
  • Translate Strategy into mission critical competencies and capabilities;
  • Embed them…

Through Culture Shaping

  • Diagnose behaviors, attitudes, mindsets that make or break;
  • Help shape value frameworks;
  • Align culture shaping process to changing business dynamics;
  • From blueprint to living the values-embedding them in the Organization’s DNA.

Through Leadership Audit & Talent Review

  • Careful evaluation of performance and potential;
  • Effect sound data-based talent decisions;
  • Benchmark talent with external database;
  • Create an audit to ascertain width and depth of leader pipeline;
  • Sync with future business…

Through High Potential Leader Identification

  • Identify the Stars-mission critical talent;
  • Test the performance potential hypothesis;
  • Accelerate Hi-Po’s development to take on key roles;
  • Create real Leadership Bench strength;
  • Create Career Planning for Hi-Po’s retention and engagement.
  • Institutionalize it…

V. Through Team Interventions

  • Build alignment around delivering business strategy;
  • ‘Coming together-from Star Individuals to Star team’;
  • Building Momentum and gaining ground as a team;
  • ‘From good to great-how do we create history’;
  • Change Management

VI. Through Interventions for the Individual Employee

  • Help develop to achieve greater heights;
  • Help develop insightful behavioral understanding to work on blind spots;
  • Help transition to new and complex roles;
  • Coaching dialogues to increase leadership impact;

The starting point is a diagnostic to ascertain where the leadership needs to be strengthened. Prior to implementation, we conduct a holistic diagnostic and hold discussions with the management on the best approach and usage of scientific tools, ably supported by our extensive experience.




How best do we create the strategic imperatives that drive the entire C-suite towards delivering on them? The biggest set of challenges that organizations face today is to convert and translate strategy into capabilities for the organization and further into competencies for the individuals, to allow them to deliver on the same. Strategic alignment uses data driven consulting tools and approaches and allows the top team leaders to align around the strategic direction of the organization, how best to have the right corporate governance and how to take decisions. Also, how to create the value propositions for the customers, how to best understand talent priorities and execute on the Organization strategy successfully.

Questions related to Leadership Strategy & Strategic Alignment

  • Is your organizational strategy sound, and related to the current business landscape, and to your Vision?
  • To deliver to the current strategy, as an organization are you equipped? If not, what are the missing gaps?
  • Are all C-suite members are aligned to the Organizational Strategy?


Senior Team alignment is working with the executive team and getting them to function not just as star individuals but as a star team. Getting the top team to a stage where each member truly understands the true meaning of being a part of a successful senior team. Where every team member focuses on their functional goals, but also take complete and total collective responsibility of the Organization gaols and makes success happen. The highest value work of a senior team involves making progress on the vital few challenges of enterprise that cut across the businesses and functions. We drive the alignment interventions for the organizations to have the required synergies. We also work with clients to help build top team performance that has a direct impact on business results and is sustainable over time.

Questions relating to Senior Team Alignment

  • Do the senior team together speed up decisions, or do they create obstacles towards successful execution?
  • How much time does the senior team take in reaching critical decisions that impact the organization?
  • Does the Senior Team have the right players in the right roles? To enable them to pull their weight together.

B. Second Pillar of solutioning



A regular leadership Audit and Talent review process informs us of the complete and total repository of talent that the organization has. An audit ensures that the decisions that are taking place are based on carefully evaluated data, and not ad-hoc. It also allows organizations to benchmark their talent data with external data that can be from similar or different sectors. A rigorous audit and review process will also ascertain the width and depth of leader pipeline, and therefore it can be augmented to ensure that risk on account of talent is mitigated. As the organization plans for delivering on future strategy, again talent gaps can be supplemented.

Questions related to Leadership Audit and Talent Review

  • Do we as an Organization plan on differentiating out talent. Or does only performance differentiate talent?
  • How do we use assessment data to future proof ourselves?
  • Do the internal candidates get a fair chance at career growth in your organization?


A High Potential Identification and Management process identifies the Stars who constitute the mission critical talent and need a differentiated development and refinement initiative. It allows organization to test the difference as they should between performance and potential, and how best to decode it. A program that further accelerates the high potentials’ development to take on key and challenging roles, which brings out the best in them. And in the process also creates a real Leadership Bench strength for the organization to call out when needed. A program that will make the High Potential organizational resources and pave the way for career planning to ensure high retention and engagement with them. As it is internationalized in the organization, it should be a frequent exercise so that the real leaders surface up.

Questions related to High Potential Identification and Management
How important is it to build capability to identify the next set of Leaders?
Are we as an organization clear on the purpose of Assessments?
Having identified the real stars, what do we put in place is the real question?


Leadership Development Programs are highly customized and cocreated to deliver to developing leadership at all levels, across the organization. What are some of the challenges being faced by our leaders, and how have we equipped them to beat those challenges. The program adopts a 70-20-10 formula and provides for learning experiences while delivering on the job (70%), getting coaching and mentoring to understand and glean from leadership experiences (20%) plus gaining conceptual understanding (10%). These programs are project managed to ensure that all elements of the program stay aligned and the intervention delivers holistically to the participants and the organization equally. Building accountability and practicing new skills and behaviours allows for more Leaders to be build at every level, by also tracking impact on predefined metrics.

Questions related to Leadership Development programs

  • Is there a holistic program that caters to developing leadership calibre across levels?
  • Providing individual development becomes a difficult exercise, but do we ensure that programmatically we touch each employee of the organization?
  • We require a step up from every level of employee and that can only happen with a structured program that provides them with inputs on how to do it?


Executive Coaching engages with the leaders to provide them a holistic lens of themselves to pave the way for mindfulness and heightened awareness of their leadership style. To build awareness and provide a space for reflections is the foremost goal of executive coaching. To get the leaders to make commitments on what they would like to change within themselves reflected in their behaviour plus be accountable for those changes, is also a goal of executive coaching. Couple the executive’s reflection data with what an independent assessment throws up, provides a journey for leaders to walk on. The process helps develop insightful behaviour and makes for more leadership impact.

Questions related to Executive Coaching

  • How do you prepare the leaders for more challenging and complex roles?
  • Having identified high potential talent, we are still not sure what is it that they require to deliver on higher set of responsibilities?
  • How do we ensure that leaders are building more robust and meaningful Development Plans?




Competency Modelling is a consulting process that uses tools to generate research based and customized to the client, job and function profiles, such that they can improve their Talent Strategies. Competency Model the at the heart of all talent assessment, selection, engagement, performance management and development. This brings about a standard model to enable differentiation in talent, basis their individual level of competencies. This underpins all decisions on talent related to hiring, development, and succession into higher roles. Competency based development provides the dictionary for talent to transition to higher roles and brings about hierarchy differentiation in organizations.

Questions related to Competency Modelling

  • Do employees know what it takes to move to senior roles?
  • Is there a feedback culture where the direct manager provides answers to what employees ought to develop?
  • What are the expectations for leaders of Organizations? Are the expectations clear and explicit? And are they being met?


Organization structure and design needs to be informed by strategy and needs to optimize the execution of the stated business strategy. There are some key organization design principles that need to be considered as one formulates the structure and design of the organization. It also reflects its hierarchy and its decision-making process, to a large extent. This service line helps organizations exercise the efficiency necessary to make changes to its structure if so required by the external market factors, to allow it be to competitive and ahead in the industry. This brings about functional clarity and role clarifications, and further augments the right decision-making that is required for the organization to remain competitive.

Questions related to Organization Structure & Design:

  • Is there a lack of clarity about who is responsible for what, within various levels of the organization?
  • Are the executives clear on who takes decision on what?
  • Are we seeing duplication of work across functions or levels?


Performance Management system is a systematic approach to measure the performance of each and every employee of the organization. It is a tedious process through which the organization aligns their mission, goals and objectives with their available resources and sets up priorities. A successful performance management system provides clarity to each and every employee on what is expected from him/her in the role that they perform, and thereby put in the right amount of effort to meet or exceed the performance standards.

Questions related to Performance Management System

  • Is there alignment between the overall organization set of goals with functional and department goals?
  • Further are all the employees in each department/function clear what is expected from them, in the current role?
  • Do employees know how to take action on the organization’s strategy and vision?


Culture Alignment is a consulting process and methodology that assesses the alignment between the Organizational Strategy and Corporate Culture. It assesses the difference between the current culture and desired culture basis organizational strategy, and creates an action plan that brings Strategy, Vision, Leadership, Capabilities and Culture seamlessly into Corporate Strategy. This service line attempts to capture the full range of Values, Assumptions, Beliefs and Behaviours. Having said that culture can be quite intangible and implicit and can also be deep rooted. It assesses leadership and employees across cultural dimensions to determine misalignments with Strategy and sets the stage for putting a workable solution.

Questions/statements related to Culture Alignment;

  • Having communicated new set of expectations, we have not yet seen any change of behaviours in our employees.
  • As a new leadership team takes over, how will culture help drive and support some new changes that they would like to bring in.
  • What challenges do you expect to encounter as you drive the new organizational change agenda?

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