Navin Narendran

Navin Narendran

 

  • Deep Understanding of overall ‘business consulting practices and processes’ through 9 years of experience in different types of sales and consulting roles.
  • Successfully led teams and worked with partners across Retail, IT and Consulting verticals in India and UAE.
  • A unique blend of knowledge combining IT and Human resources.
  • A ‘versatile and action oriented’ personality with a post graduate in marketing and currently at an intermediate level in Chinese (Mandarin) and Arabic languages.
  • Passionate about sports and how it can change people’s lives

Six Critical Organizational Elements

Defining Clarity between the team on the six critical organizational elements

In order to drive the organization towards health, the team must obtain clarity around the most important questions that stand at the foundation of the organization. These six critical questions will be addressed during a team retreat through discussions and activities lead by our expert organization health consultants and using the input from all the stakeholders. The six critical questions that will constitute the playbook are:

The Journey to Define and Sustain the New Clarity

Engagement of the whole organization to define, clarify, live, and engage in building their new reality.
An Impactful journey of self-discovery, new possibility, and transformation to purposeful action.

 

Change Management

    Blended Active Learning Approach

    A unique approach from ABAMI

    Blended learning

    Group Coaching

    Reflect on your experience and learn from the experience of others

    The objective from this session is for participants to reflect on their experiences and learning throughout the active learning phase. During this session, participants will continuously get feedback on the use of the modules covered at each stage. This session will also be the platform for participants to:

    • Learn from each other’s success stories and also know how to overcome the challenges faced
    • Continue building their portfolios through learning from the experiences of their challenges
    • Identify areas where they need further information to be better at the particular competency
    • Understand tips to tackle challenging objections / situations
    • This will also be a forum to capture interesting ideas and approaches that can be implemented at work
    • It will help them appreciate people who differ from them

    This group coaching session is conducted after each stage of the journey. The facilitator’s role in this stage is to observe, facilitate and guide the sessions. Facilitators will also link all the situations and assignments to the workplace environment; they will continuously give feedback to all participants to maximize the learning experience.

    During the session, each participant will present their individual experiences with putting the modules content to use. The content of the presentation will be as follows:

    • The Situation
    • The Action taken
    • The Learning derived

    Participants will use the feedback sessions to continuously develop and build their own portfolios

    All the remaining participants will derive learning from the discussion that happens after each presentation.

    Developing your Happiness Muscles

    Sample competency development journey

    Overview

    We at ABAMI believe that happiness is often mistaken for momentary gratification rather than a focused journey of long term fulfilment. In line with our mission, we strive to support individuals, teams and organizations build resilience using “intentional action” from which true happiness can be found.

    Objectives

    This program aims to provide the tools needed to begin the life long journey of choosing happiness. Awareness of your current state, discovering the lights and shadows that frame you, understanding their impact and developing actions that will maximize your potential for happiness.

    Soft skills training

    Team Coaching sessions

    Building a high performing team

    Team Coaching is primarily focused on accelerating the process of functioning as a High-Performance Team, to ultimately achieve organizational goals. As such, it is coaching for performance of the team, to meet organizational goals and results.Based on the participants awareness about their team dysfunctions, strengths and weaknesses, they will understand the tools & techniques to overcome their dysfunctionalities by holding each other accountable to achieve the team objectives. Learning how to build vulnerability based trust, overcome the fear of conflict, and how to gain commitment of other team members .

    Coaching centres around people (the team), purpose (of the team), team leadership (style and directions), process (communication flow, team structure, roles and responsibilities) and team influences (engagement with others, environment, vision and mission).

    After completing the team coaching sessions, participants will be able to:

    • Realize that teamwork remains the one sustainable competitive advantage that has been largely untapped in organizations
    • Learn as a team and as a leader, how to build a high performing team
    • Understand how to overcome a lack of trust among team members
    • Identify ways to help a team move away from situations where there are false harmony, and give them knowledge of how to engage in and manage conflict as an engagement tool
    • Force clarity and closure on issues so that team members are more committed
    • Help team members and show the ways of confronting difficult issues so that they can hold each other accountable.
    • Link it all to achieving organizational results
    • Follow a clear concise and practical guide to using the five dysfunctions model to improve your team
    • Understand steps to be done to achieve the real power of teamwork

    The content of the team coaching sessions would depend greatly on the results of the team diagnostics

    The foundation for the sessions will be the ABAMI Effective Team Member model.

    Soft skills training

    There are variety of modules that would be covered:

    • Self & Team Awareness
    • Building Credibility
    • Awareness of Emotional Intelligence
    • Stages of Team Development
    • Characteristics of high performing teams
    • Waves of Trust
    • Building Relationship Trust
    • Understanding Conflict
    • Achieving Commitment
    • Embracing Accountability
    • Achieving Commitment
    • Influencing others
    • Aligning the Team
    • The Power of Organizational Trust

    Building a High Impact Team Leader

    The ABAMI foundation for the Leadership Development is the High Impact Leader model
    Soft skills training

    The ABAMI foundation for the Leadership Development is the High Impact Leader model

    The recommended modules to be covered are:

    • The Role of the Leader in Engaging the Whole Person
    • Leaders Role in overcoming Team Dysfunctions
    • Building a Culture of High Performance
    • Communicating with influence and Gaining Commitment
    • Planning & Organizing
    • Problem Solving as a Team
    • Aligning the team towards achieving results
    The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vison of me.

    The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

    By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed. Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.
     
    Inspiring a common vision and instilling a winning organizational culture.

    Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.
     
    Adapting your leadership style and behavior to engage, motivate, develop and influence others

    The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.
     
    The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

    This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.
     

    The ABAMI High Impact Leadership Competency Development Journey for Different Levels.

      Level 1Level 2Level 3 Level 4

    The Journey to Define and Sustain the New Clarity

    Engagement of the whole organization to define, clarify, live, and engage in building their new reality.
    An Impactful journey of self-discovery, new possibility, and transformation to purposeful action.

    Building A Cohesive Leadership Team

    Team Cohesion through enhanced self and other team members awareness using MBTI – 2 days

    Overview

    • Members of a cohesive team must trust one another
    • The first step in building trust is in knowing each other at a deeper level
    • We will help the team become more self aware of themselves and of other members of their team using MBTI as a platform
    • It will help them to identify their unique gifts
    • It enhances their understanding of themselves, their motivations, their natural strengths, and their potential areas of growth
    • It will help them appreciate people who differ from them

    Objectives

    • Identify strengths and potential challenges
    • Identify potential blind spots
    • Improve individual and group capacities to solve problems, communicate, and use conflict constructively
    • Maximize the natural advantages that result from the similarities and differences of team members
    • Develop team and individual action plans with specific steps to help improve performance

    Outcomes

    • Your team’s personality type
    • Your team’s strengths
    • Your team’s potential blind spots
    • Your individual contributions to the team
    • Your potential blind spots
    • Team decision making approach and your preferred problem-solving style
    • Team communication and your preferred communication style
    • Team conflict and your conflict style
    • Similarity/diversity on your team
    • Organizational influences on your team
    • Team and individual action plans

    High Impact Leadership Model

    The ABAMI High Impact Leadership model is the foundation for designing leadership development journeys.

    The model was developed based on our vast experience in designing and delivering leadership programs, over the last 30 years, with an aim to give leaders a defined path to effectively develop themselves and others, and to make an impact.
    The High Impact Leadership model combines both smart and healthy aspects of a leader’s development journey. The four stages of achieving High Impact Leadership, addressed in the model are:

    • Leads self
    • Connects with others
    • Builds agility in the organization
    • Understands and masters the landscape
    Soft skills training
    The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vision of me.

    The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

    By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed.

    Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.

     
    Inspiring a common vision and instilling a winning organizational culture.

    Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.

     
    Adapting your leadership style and behavior to engage, motivate, develop and influence others

    The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.
    The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

    This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.


    The ability to know one self, what motivates me and drives me to success.  My values, aspirations and my vision of me.

    The first step to effective leadership is knowing oneself. Self-Awareness is essential to allow leaders to lead from their inner strength whilst confronting their weaknesses, developing their strengths and building healthy relationships built on trust. Knowing and leading self allows leaders to stay open to new ideas and constructive criticism. While being aware that the development journey is a never-ending exercise.

    By looking inwards, we look at one’s preferred style and the strengths and weaknesses associated with their preferred style. This creates awareness for areas of development or understanding where complementary talent is needed.

    Leaders will be guided to become aware of their own inner core values, talents and competencies allowing them to understand the source of their personal credibility and to lead effectively and consistently from within.


    Inspiring a common vision and instilling a winning organizational culture.

    Once you can lead self, you can now connect with and lead others. In this component, the leaders develop their ability to build meaningful relationships with their peers, their team members and their leaders to obtain the best results. To enable leaders to do this we equip them with an understanding of team dynamics, emotional intelligence, conflict handling, influencing skills and an understanding of the concept of the whole person. Leaders develop their talent to deal and appeal to different people in different situations to help them to evolve.


    Adapting your leadership style and behavior to engage, motivate, develop and influence others

    The leader’s role is to ensure the organization is agile and resilient to deal with the myriad challenges of a fast-changing environment. In this aspect, we focus on building the leader’s ability to align his team with the organization’s vision and strategy. To develop the direction, communicate it and align others to it. And when circumstances change, redirect the organization to a new more effective path to achieve the desired results. All the while building a positive performance based culture.


    The ability to not just foresee obstacles in the distance, but be adaptive enough in the market to continue to meet customers growing needs.

    This component focuses on the leader’s ability to read and influence the landscape while adapting the organization’s direction accordingly. To be aware of the global as well as local trends, and can be adaptive to make the organization ready to respond appropriately to remain at the forefront. To always be focused on meeting customers growing and escalating needs, and finding innovative ways to respond to the market dynamics.

    Sample High Impact Leadership Journey

    Using the ABAMI Leadership model as a foundation we design a customized journey for each target audience

    Soft skills training

    Modules Directory

    Over 100 modules that can be configured together to build a customized journey to fit the
    specific requirements for each audience

    Code Modules

    Lead Self
    MODLS01 Self Leadership 
    MODLS02 Personal Effectiveness
    MODLS03 Self & Others Awareness 
    MODLS04 Fulfillment
    MODLS05 Personal SWOT
    MODLS06 SMART goals
    MODLS07 Prioritizing 
    MODLS08 Building Trust through Gaining Credibility 
    MODLS09 Awareness on Emotional Intelligence
    MODLS10 Building Emotional Resilience
    MODLS11 The Human Side of Change
    MODLS12 Managing Stress
    MODLS13 Being Decisive
    MODLS14 Assertiveness
    MODLS15 Active Listening 
    MODLS16 Taking Initiative
    MODLS17 Creative Thinking
    MODLS18 Happiness by Choice
    MODLS19 The Balanced Healthy Executive
    MODLS20 Business Etiquette & Protocol
    MODLS21 Positive thinking

    Connects with others
    MODCO01 The four roles of leadership 
    MODCO02 The Role of the Leader in Engaging the Whole Person 
    MODCO03 Stages of Team Development 
    MODCO04 Characteristics of High Performing Teams
    MODCO05 Leaders role in overcoming team dysfunctions
    MODCO06 Building trust
    MODCO07 Waves of Trust
    MODCO08 Relationship trust
    MODCO09 Understanding conflict
    MODCO10 Conflict handling modes 
    MODCO11 Achieving commitment
    MODCO12 Embracing Accountability 
    MODCO13 Focusing on Results
    MODCO14 Influencing Others
    MODCO15 Effective Coaching 
    MODCO16 Giving feedback on performance
    MODCO17 Situational Leadership
    MODCO18 Understanding Behavioral Styles
    MODCO19 Developing Empathetic Behavior
    MODCO20 Career counselling
    MODCO21 Mentoring
    MODCO22 Recognition
    MODCO23 Motivation
    MODCO24 Effective meetings
    MODCO25 Cross generational teams
    MODCO26 Working with Different Cultures
    MODCO27 Communication Model
    MODCO28 Overcoming Communication Barriers
    MODCO29 Delegation
    MODCO30 Being Empathetic to your Customers
    MODCO31 Basic Business Writing
    MODCO32 Preparing an Effective Presentation
    MODCO33 Delivering an Impactful Presentation

    Building agility in the organization
    MODBA01 Business process reengineering
    MODBA02 Processes and workflows
    MODBA03 Value driven behaviors
    MODBA04 Understanding the strategic planning process
    MODBA05 Mastering the closed loop management system
    MODBA06 Strategic management tools
    MODBA07 Strategic leadership essentials
    MODBA08 Aligning the team through the 6 rights
    MODBA09 Introduction to performance management
    MODBA10 Systems to monitor performance
    MODBA11 Culture of high performance
    MODBA12 Goal alignment system 
    MODBA13 Project life cycle
    MODBA14 Communicating with influence and gaining commitment 
    MODBA15 Strategies to overcome obstacles to change 
    MODBA16 Problem solving - 4D
    MODBA17 Understanding and communicating the strategic plan 
    MODBA18 Translate and communicate strategy 
    MODBA19 Organizational trust
    MODBA20 Cross functional collaboration
    MODBA21 Planning and organizing
    MODBA22 Knowledge Management
    MODBA23 Introduction to project management
    MODBA24 Performance appraisal
    MODBA25 Political awareness
    MODBA26 Quality management
    MODBA27 Talent management
    MODBA28 Risk Mitigation

    Understanding and mastering the landscape
    MODML01 Innovation and change
    MODML02 Innovation map
    MODML03 Service excellence
    MODML04 Managing customer expectations
    MODML05 Customer complaints and feedback
    MODML06 Managing customer life cycle
    MODML07 Managing customer relationships
    MODML08 Mastering the landscape
    MODML09 Global trends
    MODML10 Networking effectively
    MODML11 Social Media 
    MODML12 Stakeholder identification & understanding
    MODML13 Stakeholder engagement

    Effective Team Member Model

    This model is the foundation for developing effective development journeys

    Developing effectiveness and a high level of engagement of each team member in the organization is essential for achieving success in this new & fast changing world. At ABAMI, we work on the two facets of building healthy & smart organizations by developing high impact leaders and effective team members. We have put together a model for each one and we have designed a portfolio of modular services to tackle both aspects.The Effective Team Member needs to tackle a number of aspects on their development journey:

    • Build Self
    • Connect with Others
    • Aligned with the Organization
    • Aware of the Landscape

    By developing around the model, young and upcoming business professionals will become effective team members and serve as the seeds for the future leaders of a healthy & smart organization.

    Soft skills training

    An effective team member starts by building self, being aware, identifying their preferred style, their own purpose & vision leading to their commitment to the things they value most.

    Next, for a team member to be effective they need to connect with others by building relationships, earning trust, being empathetic and all together being a member of a high performing team period.

    By being aligned with the organization, an effective team member understands and values their role. Are able to focus on the team results and have a winning mentality in the face of ambiguity. By being aligned, a team member sees opportunity in change and fosters ownership for their own action & that of the team period.

    Finally, to be aware of the surrounding landscape, driven by market demands & have the business acumen to make sound decisions that are innovative and capitalize on opportunities.