At Northpoint, we help organizations develop their leadership pipelines.

We also help organizations become more innovative.

In both above, we diagnose and assess the existing state, design implementation measures and rigorously implement them.

This is likely to involve competency mapping and assessment/development centres leading to several type of developmental activities. The type of activity chosen will reflect the needs of the group. Junior/middle levels require more on people interaction skills and benefit mostly from formal learning programs including OMDPs. On the other hand, senior/top managers need more of cognitive skills e.g. systems approach, strategic thinking and assessing leadership pipelines. They benefit most through reading assignments, developmental job assignments and coaching/mentoring. We cater to both type of needs.

We are convinced that human beings cannot be programmed like computers merely by inputting new software. One time cognitive remodelling through workshops simply does not work. 

Accordingly, our differential at the implementation level is twofold - 

• The focus  is the workplace, not the workshop. Skills must be learnt strictly in the business perspective and active measures must be taken to get them transformed into workplace behaviors. We do this by keeping in close touch with the immediate superiors of the learners. The environment must encourage the learner to practice the newly acquired skills.
•  Post the workshop, the learnings need to be reinforced through some drip-feed mechanism. We do this through fosussed forums which help in the learnings being kept alive and collaborative learning being facilitated. In all these, we use web 2.0 tools and e-learning packages.

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