This has led knowledge management - the way companies generate, communicate and leverage their intellectual assets - to emerge as the essential source of competitive advantage. A corporation’s success today lies more in its intellectual capabilities than in its physical assets. How does your organization fare with regard to the following questions?

The concept of Transformational Leadership is based on the belief that the foundation for lasting organisational change is self-change. Organisational Transformation deals with the deep issues of personal growth, vision, trust, creativity, purpose, and cultivating organisational and individual spirit. And the leader must begin this process of change by taking the first step.

The rapid pace of change in technology and competitive forces have created the need for organizations to re-examine the way their competencies are organised and available to the company. Positioning and matching people to the right jobs has become a critical process. Organization performance is also dependent on alignment of people capacities and competencies to organization strategies, objectives and culture / values.

Our model suggests that four levels of capacities are required and exist in individuals. We focus on helping the organization in identifying the capacities and competencies required by various key positions in the company. We develop capacity and competency maps for these key positions. Customised case studies and simulations are developed,after considering future scenarios of the organization.

Individuals are assessed on these capacities and competencies. We believe in transferring our skills to the organization. We, therefore, train people within the organization to cascade this process

Our approach has a balanced focus on both quantification and qualitative understanding of people. We believe instruments are at best a means to understand individuals. Sculpting brings out the uniqueness of each person, and organizations can use it . to discover the capabilities of individuals.

If you are searching for the level of capacity and competence required and is available in your organization, this process helps in profiling the proficiency levels for each position/job.

Organizations seeking larger solutions to restructuring jobs, can effectively reposition people after assessing jobs and individuals through carefully designed interview dialogues or development centers. We design and facilitate the matching and repositioning process to help organizations in optimising, developing and examining gaps in human resources, so as to deliver high performance.

The key for this change process lies in the organization clearly communicating the purpose of the assessment . We believe that organizations need to plan for a feedback and coaching dialogue with each person. We train people to facilitate this dialogue.

Successful organizations can and need to create a sustainable process which examines and explores capacities and competencies that are required and those that are available . ECS offers a full range of services for designing & facilitating such assessments.We also help in coaching the change agents of an organization to absorb this process .

The workshop is aimed at discovering the meanings and dimensions of learning with a hope to unravel the dimensions of development. The programme provides an opportunity to examine the values, processes and approaches in learning with an objective to understand the roles of trainers. It helps to develop skills required for creating learning communities and delivering learning experiences effectively.

The objective of this workshop is to discover how individuals with the sense of personal responsibility can find meaning and satisfaction in their work. The purpose is also to create an attitude of responsibility and leadership throughout the organization.

This workshop approaches motivation from a cognitive / behavior side and works into communication, management approaches while building ownership amongst all team members. It is intended to help managers see old issues in a new light by introducing a variety of ideas, which they may adapt to suit their management style.

Managing conflict firms a part of the workshop as it is one of the indicators of lack of openness, which is experienced and characterized by inadequate relationships. Suppression of real conflict results in fostering of negative feelings and self expression is inhibited thereby eroding creativity and teamwork.

For effective teamwork, members need to be able to state - views, opinions, judgements, rational and irrational feelings, facts and haunches