Organizational growth does not just happen over time. It is about grabbing or creating opportunities by optimizing people power. It is a planned change with conscious efforts invested towards a shared vision. Our approach is customised to help you create and execute people strategy that is the need of the hour for your organisation’s context and the objectives 5 years up the road.

Your organisation is unique, the patterns of problems faced may seem similar but catering to them would require tailor-made solutions

Consultation Services include:

  • Strengthening Organizational culture

    Anyone can copy a company’s strategy, but nobody can copy their culture. It is the sum of values and rituals which serve as “glue” to integrate the members of the organization. We provide the right support to instil a high performance culture within the organization and members in the organization.

  • Strategic Thinking at Different Levels

    With the business scape changing so unpredictably, assessing and adjusting the organisation’s direction in response to change is instrumental to its sustenance. We will help you formulate and execute people strategies to align your workforce to the determined direction of progress as well as identify strategic options for competitive advantage and apply them across the levels of the organisation.

  • Managing Change in a Dynamic Environment

    Today, change is synonymous with growth – and continuous growth is the way of the world now and ever. Managing change includes delivering results, overcoming resistance to change, energising and motivating others.

    We provide understanding and support processes to improve an organization's ability to implement change in healthy and constructive ways.

Behaviour-Attitude-Thinking (BAT) Interventions:

Behaviour is driven by attitude, attitude by thinking. A BAT intervention is unique from any skill development program because its focus is to build on the strengths of an individual and their thinking, as opposed to building on weaknesses or gaps.

Our BAT interventions are strategically supported by Psychometric assessments, to help participants objectively identify their strengths, motives and competency levels and initiate change within themselves, by themselves.

Having the right skills, knowledge and ability is no guarantee of high performance.

(Just look at 87% of the world who fall in the average and poor performer category - Gallup Studies)

The crucial factor for high performance always comes down to the willingness to perform, to make the hard choices, to put in the hours, to put in the extra. Willingness to perform comes from conviction, from buy in – that is the focus of Behavioral Interventions.

Behavioral interventions brings the attention of the participant to their attitude, beliefs, values and thought patterns when it comes to work, performance and growth. It targets the three dimensions that form the key to unlocking any personal transformation:

Behavior, caught from the environment, influenced by Attitude, very hard to change

Attitude, moulded by environment, reinforced by Thinking, very hard to change

Thinking, reinforced by behaviour but can be changed at any time, is the only saviour for growth to change attitude and behaviour

The Difference between BAT Interventions and Regular Training


Our commitment is to facilitate sustainable changes in attitudes, behaviors, skills and relationships, ultimately turning new learning into concrete habits that result in measurable performance increase. We believe that every executive, entrepreneur, leader and individual can multiply their performance and effectiveness with willingness and the right coaching approach.


In a constantly transforming business scape, the sheer vastness of choice and decisions that must be taken can be crippling. A coach helps the leader calibrate his strategic compass, bring unbiased and objective observations and provoke the differentiating thinking necessary to lead enterprise.

The coaching process is designed to help your leaders gain insight into the self and their team. Over the course of the journey this guidance to look inwards and outwards helps them discover ways they can improve business, facilitate team engagement, promote conflict resolution.


Phase I: Reflection & Identification of Issues & Challenges

During the initial phase of coaching, extensive data about the strengths and challenges existing within the coachee and the respective team members is collected. The coachee’s portfolio of skills and strengths are gathered through objective assessment tools. The data will be corroborated by the coach to chalk out the appropriate action plans.

Phase 2: Establishing a Road Map

The second phase of the Coaching Process will aim at setting specific focus areas and designing an action plan to support the coachee in meeting the professional objectives.

Phase 3: Bridge the gap

In the third phase, the coach will be using a variety of coaching tools and resources with the coachee, to implement the action plan and to achieve the set goals.

During the implementation phase, the coach will help the coachee to address the blind spots, detriment factors, breakdown in communication, and multiple aspects of leadership development, thereby expediting his progress for enhanced team performance.

Throughout the journey, the coach and the coachee will continuously assess the coaching progress and make necessary modifications to the approach in order to bring the required results and meet expectations.

Psychometric Assessments and Analytics

Our partnership with The Assessment World (TAW) brings a range of psychometric tools and powerful assessments to help you gain objective measurement of effective and ineffective personality traits, motivations, values, attitudes and competency of your people.


When its comes down to it, performance that leads to results is the ultimate measure of an individuals success in a role. It’s importance is undisputed and yet organisations are plagued with the problem of high potential not translating into strong performance.

20% of what we see in anyone is primarily the Knowledge and Skills, which is the measure of an individual’s ability to perform a task. The remaining 80% which forms the essence of a person and has a direct influence on the performance is the drive behind how well they perform.

To improve performance, maximize potential and achieve your goals, you need to have a holistic understanding of your people’s personality and its impact on your organizational performance.

TAW’s Battery of Psychomteric Assessments

The Assessment World’s (TAW) powerful battery of psychometric assessments will help you understand your people’s inner strengths and competencies, appreciate individual differences, understand how effortlessly they can connect with others, resulting in a behavioural flexibility that is essential to enhance performance, personal growth and productivity.

Invest today and reap rich rewards

Individual Capabilities

TAW provides the right foundation for an ideal process to enhance performance of all managers, leaders, sales people, engineers, programmers, technical experts, and project personnel for the long term. The assessments can be used in different combination to target specific growth areas of

  • Self Management
  • Career Management
  • Relationship Management
  • Learning management

Organization Capability

The battery is effective  in developing organizational capability as well.

  • With the right insight managers can more effectively coach their second line.
  • The talent pipeline, now supported through scientific input can ensure development of right people for the right job.
  • Create a learning environment to guides your teams’ intellectual and emotional growth.

Assessment Centre

OMi designs and conducts assessments centres in your organisation based on your specific need.

The basic process is divided into 2 steps:

Step 1: Gathering Insight

Our experts come to your workplace to interview your top stakeholders and their teams. This is to provide the assessors with an opportunity to

  • witness the organisations culture first hand and understand context
  • understand mutual expectations
  • identify gaps between current potential and the ultimate dream of leaders.
  • understand the competency required by employees in a certain role in order to perform.

This insight will be used to build cases/situations for the assessment centre exercises.

Step 2: Designing the Assessment Centre

Based on the ultimate objective and competency required for the role, the participants will go through a series of exercises designed to bring out key behavioural indicators that predict high performance of the individual and the team in the organisations context.

Exercises are carried out in the presence of trained observers who, through a continuing exchange of views are able to draw a picture of each candidate’s social and intellectual skills and any strongly held attitudes or potential for the right performance.


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