Leader

Corporate Leadership Programs

People Power L1 Program

for junior to lower middle managers

People Power L2 Program

for middle managers and above
www.361dm.com
Leader
Corporate Leadership Programs

People Power
For Lasting Corporate Managers

Managers who lead their people effectively possess ‘People Power’.

Beyond a stage in their careers, managers need to pay extra attention to their people skills and their emotional intelligence because
these critical abilities attract the business organizations’ spotlight on them for special project selections, promotions, crises handling
and consequent career progression. And since such abilities need to be habitualized, they can only be developed and perfected over
time. Hence, managers need to start early enough in their careers and build upon their abilities with persistent implementation.

from common to special

Our People Power program achieves all of this through our unique scientific learning process called MetaTraining™. Its principal
objective is to enhance effectiveness of managers as ‘people leaders’ infusing them with people power.

In common terms, the People Power program –

• Helps managers contribute to building a common-goal oriented, cohesive and synergic workforce under them;
• Enables creation of more leaders in the organization, helping the organization with their succession planning;
• Promotes a positive environment and builds a culture of initiatives, innovation and thought-leadership;
• Grooms and warms-up new managers for higher responsibility as people leaders;
• Induces self-awareness and introspection in managers leading to an ability to watch, correct and improve themselves, and much
more...

from awareness to action

Most training programs end up adding more and more knowledge in the participants, and very little of it trickles into action. There’s
a science behind why such training programs fail to evoke on-the-ground results. Why, despite being fully ‘aware’ of what should be
done for a better work and personal life, people are not able to ‘action’ their awareness.

People Power explains this science to the learners, which enables them to work at increasing their rate and probability of converting
their knowledge into application, awareness into action, and learning into implementation. Our learners have found this as immensely
valuable not only for the program’s effectiveness, but even for their professional and personal lives in general.

People Power in action

The participating managers (learners) go through learning modules on leadership development, people-effectiveness, and so on.
These modules have been arrived at after involving corporate personnel across industries, geographies, and organization hierarchy
levels.

The quality of learning transfer significantly depends on the “context-relevance” of content. Our skilled and experienced Facilitators
and E Coaches lace their delivery with contexts of the organization and individual learners, which we meticulously gather and
study as part of our thorough preparation policy. This 50-day program begins and ends with highly validated and reliable Level-3
evaluations of the learners.
Leader
Corporate Leadership Programs

People Power L1 Program

For Junior To Lower Middle Managers

Turn Talent into Performance

Who is it meant for?

For entry-level to lower middle managers, those who have
managed teams for five years or less; and sometimes high-
potential prospective managers.

Key Benefit
The People Power L1 program makes effective leaders out of
efficient managers.

Specific Outcomes
• Maturity in dealing with diverse work styles and viewpoints
• Preparedness for taking higher responsibilities 3. Why should managers learn to do self-disclosure; what is an
• Higher initiative taking appropriate self-disclosure; how can it build an easy work-
• Dealing productively with negative feedback environment, what are its risks and how to minimize them.
• Higher information and knowledge sharing 4. What is sensitivity commonly misunderstood to be; how does
• Sharing the onus of maintaining good hierarchical it impact one’s communication, decisions and attitude, and
relationships help build work relationships.
• Ability to understand others’ concerns, while making
observations on self Habits of a Champion Workforce Member
• Infused sensitivity and trust in work relationships Suggests some habits that managers can adopt for being more
• Unclogged communication channelization effective and contributive to the larger workforce that they are a
• Stronger sense of belonging part of. Moreover, as they aspire to be people leaders in future,
these habits would serve as a robust foundation too. These habits
Learning Modules relate to…

Effectiveness of a Champion Workforce 1. Criticism by colleagues and boss can throw one off-balance,
This module deals with a few key elements of Emotional especially when it is harsh. How can managers change their
Intelligence, which if present in every member of the workforce, attitude towards criticism and how can they benefit from the
would make it a ‘champion’ workforce in terms of its performance, criticism they face.
people experiences and future development. It involves aspects 2. Understand the new meaning of ‘knowledge is power’; how
like… can managers augment their growth by being in the learning
and sharing mode.
1. What is the basis of work relationships and the most valued 3. Why managers must welcome diversity in thoughts and styles,
attribute of an effective leader. Discusses what makes a leader and how can they cherish and benefit from the diversity
trustworthy and how building an environment of trust can be around.
initiated by the leader, despite all external odds.
4. A distinguishing habit of promising leaders is being action-
2. What assertiveness really means; how does it link with clarity oriented; why should managers build a favourable attitude for
of thought and communication; how can it be used to meet initiatives; how can they mitigate chances of failure in their
individual and larger goals, and how can one learn to be initiatives.
assertive without getting aggressive.
Leader
Corporate Leadership Programs

People Power L2 Program

For Middle Managers and Above

Applied Wisdom for Leaders

Who is it meant for?

For middle to senior managers; those who have managed teams
for about six to ten years; and sometimes high potential entry
level managers who are competent for next level.

Key Benefit
The People Power L2 program increases the experienced
manager’s effectiveness as a people leader.

Specific Outcomes
• Positive environment/culture of initiatives and innovation
• Thought leadership 4. What is sensitivity commonly misunderstood to be; how does
• Creating stronger sense of belonging it impact one’s communication, decisions and attitude, and
• Producing second-line of leaders help build work relationships.
• Smart resource deployment
• Ability to understand others’ concerns, while making Inside-Out Workouts of a People Leader
observations on self Suggests specific healthy practices that managers could make an
• Infused sensitivity and trust in work relationships integral part of their leading styles; some are to be practiced with
• Unclogged communication channelization oneself and others to be practiced with reportees. The aspects
• Making the team understand the common goal are…
• Ability to watch and correct self
1. What do managers conveniently refer ‘openness’ as, what kind
Learning Modules of openness is much needed in them and why, and how to
build this attribute in self.
Effectiveness of a Champion Workforce 2. What key awareness about their workforce can tremendously
This module deals with a few key elements of Emotional boost managers’ effectiveness; how can managers build this
Intelligence, which if present in every member of the workforce, awareness and maintain its relevance.
would make it a ‘champion’ workforce in terms of its performance, 3. An eye-opener for managers – an invisible factor that may
people experiences and future development. It involves aspects be affecting managers’ influence, reputation and acceptance
like… among their people; how could they find out and take control
of it.
1. What is the basis of work relationships and the most valued 4. A practice based on the concept of Daily Leadership, which
attribute of an effective leader. Discusses what makes a leader is known to have direct impact on people’s loyalty and
trustworthy and how building an environment of trust can be performance. How can managers adopt this practice with care
initiated by the leader despite all external odds. and improve quality of their daily leadership; how can this
2. What assertiveness really means; how does it link with clarity practice be made to give long-term benefits.
of thought and communication; how can it be used to meet 5. One of the responsibilities of leaders is to grow more leaders.
individual and larger goals, and how can one learn to be How can leaders consciously play a role in their reportees’
assertive without being aggressive. growth and development, and in turn progress in their own
3. Why should managers learn to do self-disclosure; what is an careers; how can they develop situational intelligence in the
appropriate self-disclosure; how can it be used to build an process.
easy work-environment, what are its risks and how to minimize
them.
Leader
Corporate Leadership Programs

Understanding MetaTrainingTM
An End-to-End Learning Process

Purposeful Existense

The objective is to help learners retain more of what they learn, transfer its application to their real
life, and see measured results of its implementation. This extensive, end-to-end learning process
draws on globally researched Adult Learning Principles and Scientific Learning Models.

Focus on Internalization: It takes a long time to make any new learning part of one’s character or
personality. MetaTraining™ process involves steps that enable the learners to introspect, reflect on
their feedback, think application, implement learning, and measure progress. This learning cycle
heads towards internalization.

Science of Learning: An ‘adult learner’ learns differently from how a child learns. MetaTraining™ is
scientifically designed along the principles of adult learning, which make their learning effective
and long-lasting.

Synergic Learning: Very likely, one’s new learning would weaken and eventually fade out, if those present in one’s everyday life remain
uninvolved. The MetaTraining™ process systemically involves the learners’ immediate society (peers, family, friends, co-workers) to
reinforce and strengthen the newly acquired learning, by way of partnering in implementation, providing feedback and so on.

361º Evaluation: What we measure grows. MetaTraining™ process begins and concludes with the learners being evaluated by people
from their immediate circle, through questionnaires that are tested for high reliability and validity. These evaluations provide the
learners a true picture of their standing on these learning areas, and keep giving them indications of their progress versus efforts in
implementation.

Follow through: MetaTraining™ process assumes that the learning, its implementation and review, must continue beyond the point
of our intervention too, and hence provides a complete follow-through tool kit to the learners to take it forward till required.

MetaTrainingTM Deciphered

Meta -prefix: appearing in Greek, meaning after, along with, beyond, comprehensive, over and above. MetaTraining was born to
change the course of present trends of training programs, bringing to reality higher learning Retention, Transfer and Evaluation.
For years, conventional training programs have fallen short on their key purpose – learning retention, implementation, and
measurement. An extensive study brought to the forefront these three big-picture trends that set us thinking –
• Subliminally, focus of these training programs has remained on form over substance, frills over functionality, and feel-good factors
over reality-check.
• While most training programs do a Level-1 evaluation, there is only a small percentage that goes upto Level-2 or even lesser to
Level-3 evaluations.
• Wherever measured, rates of ‘Learning Retention and Transfer’ in trainees have been found to be alarmingly low.
Conceived by the 361 core team, MetaTraining™ is a unique scientific learning process created to do complete justice to investments
(time, money and effort) made in learning and development initiatives, both from the trainee’s and the trainer’s perspective.
MetaTraining challenges the conventional training practices, and goes beyond.
Leader
Corporate Leadership Programs
Corporate Leadership Programs

Client Testimonials
A Few of Our Client Reactions
By practicing these strategies situations have changed learning about consciously interacting with people that helped,
drastically.....my entire team is on high spirits and fully charged will take it further.
for future assignments of day to day life. It was good eye opening Janhvi A Nanavati, India, Senior Faculty, Career Launcher - India
and learning module, to improve our interpersonnel and relations
with our colleagues.
People close to me have slowly started giving feedback about
Alok Tandon, India, Area Business Manager, Astra Zeneca - India
my new way of putting things. This is really good and letting
me know my stand. ...I could notice the difference very clearly.
Certainly by practising these strategies had made huge positive Definitely, following these strategies have exposed me to a new,
impact in terms of transparency, people owning the business clear and better form of expressing thoughts.... . Every day starts
with self-realisation & responsibilities, ability to think decisively for me with these two lines of strategy; surely, it is a big change
and work collaboratively. Self-awareness has brought lot of for me!!!
insight in my day-to-day activities in handing people... Amudharasan Apparsamy, India, Associate - Projects, Covansys -
Balakrishnan G N, India, Area Business Manager, Astra Zeneca - India
India
Implementing my key strategies has helped me identify and
I have been quite successful as students come to me with all their improve on my developmental needs...it has assisted me
doubts and after spending time with me, they feel more relaxed tremendously to bring about personal growth and build on
and motivated to make a schedule and get started on studies. my interpersonal skills. My rapport with my seniors, peers and
Also my team members are more happy in working with me. subordinates has improved as well. At the end of it I feel that all
Charlton Manuel D’Costa, India, Senior Executive - Academics, the effort put in was worth while.
Career Launcher - India Robert Martin Mariappa, India, Assistant Manager-Asset
Management, GRO/Zenta - India
After coming back to Pune from the live sessions of 361° minds, I
am managing my multi tasking ability much better than before. Over last 2/3 weeks, I had been practicing these key strategies.
And I am damn sure that my capability will improve day by day. It was a great experience and had a lasting impression on my
This is one part of the training’s effect. work life. ...It helped me building a better relationship with and
Debraj Dhar, India, Manager - Business Development, Career within my team. ...Also I touched upon few people one by one in
Launcher - India each and every Practice Assignment. They assisted me well and
contributed their best efforts in practicing my Action Goals.
Tamilarasan Paneerselvam, India, Assistant Manager-Asset
As my self evaluator I am happy with the kind of progress I have
Management, GRO/Zenta - India
made by consciously practising the strategy because it is not just
talk, but I am able to implement them and see the changes. After
applying both the strategies, I have also observed changes in Looking back, the last 4 weeks have been an eye opener of sorts.
people as they have become more open, appreciate the effort There have been some real good things that I have learnt & am
taken to change, and welcome the positive changes. beginning to experience the same. Self confidence has come
Harpreet Kaur Soman, India, Executive-Customer Service , Career up shooting high, there is a greater sense of urgency in me with
Launcher - India respect to things I do. The feedback that I have been receiving
from my peers, superiors & direct reportees are positive.
Archana Pademutt Subramanya, India, Assistant Manager-
Post the training, I discovered about relevant and irrelevant
Residential Servicing, GRO/Zenta - India
observation. Listening to non-verbal cues is a big help. Also, a
Leader
Corporate Leadership Programs

Contact Us
Get in Touch
If you require more information on any of our programs or have a specific question, request or concern, please contact us and we
would be happy to respond.

Call us at +91 91766 79710 or Email us at post@361dm.com

Registered and Postal Communication Address:

361 Degree Minds Consulting Pvt Ltd
13, 1st Floor, 4th Street, Railway Colony,
Aminjikarai, Chennai – 600029 Tamilnadu, INDIA

Visit us at www.361dm.com