ABOUT US

Ruchika Koul

Founder and Principal Consultant

Ruchika is passionate about developing programs that create synergistic success – through the alignment of people’s potential with business strategy. In a world where the operating environment and career definitions are changing constantly, she believes it is critical that we evolve programs and frameworks that support the business strategy and people’s aspirations. In her corporate roles she has worked with Xander Investment Management, Hilton Hotels and The Taj Group of Hotels. Her experiences include being Head of HR at Xander, as Director of Human Resources covering Middle East and Asia Pacific and as Director of Marketing for the Asia Pacific region at Hilton. During her years as a consultant, she worked with Hewitt (Now Aon) and Towers (Now Willis Towers Watson) across industries ranging from Banking and Financial Services, Pharmaceuticals, FMCG to the Public and Governmental sector. Ruchika holds an MBA with specializations in HR and Marketing and has a Bachelor’s degree in Economics. She holds PCC accreditation from International Coach Federation (ICF). Drop a note to ruchika@metistm.com to connect with her.

OUR APPROACH

Emphasis on industry and company insights

Assessment Centre based approach

Exercises embedded in the real business

Bite size application to goal setting

Focus on experiential learning

EMBEDDED THROUGH

In-person & Virtual Tools

E-Learning Programs

Gamification

Video enabled reflection

Blended Learning

CASE STUDIES

Assessment tools for hiring into leadership positions

Challenge: To create a comprehensive assessment tool to hire into leadership positions across locations and include virtual tools to reduce in-person interviewing

What we did: Designed assessment tools for hiring into leadership positions across multiple locations. The tools were aligned with the client's business and were based on actual scenarios reflecting the complexity of the business to be managed. Technology-driven assessment tools were optimised to ensure a robust shortlist for C suite level in-person assessments. Guidelines for assessment shared with the panel to ensure a smooth transition and consistent approach

Outcome: A virtual short-listing tool and an in-depth business simulation ensured reduced hiring costs and optimal hiring

Articulation of Core Purpose and Guiding Principles

Challenge: To articulate a cultural identity of the organisation as it exponentially scales the business

What we did: Identified and articulated the organisation's 'Core Purpose' and 'Guiding Principles' by leading and facilitating discussions with the top management. This was done to create a foundation for creating cultural anchors and a common language for the organisation

Outcome: Clearly articulated purpose and guiding principals that set the tone for the cultural identity of the organisation

HI-Potential Program for future leaders

Challenge: To develop the next generation of leaders

What we did: Developed a Hi-Potential program to accelerate development of next-generation business leaders in the organization. Based on a detailed understanding of the firm, its mapped growth and competitors, a set of criteria to establish potential were identified. Developed a framework for selection of the 'Hi-Potential'group and communication for the program. The 12-month-long program was designed using a dynamic approach to learning with a focus on developing attributes through a combination of experiential exercises, action learning assignments, coaching, mentoring, reflection, individual feedback and focused action plans

Outcome: A group of young leaders who have been accelerated in their growth as future leaders; Program success led to the launch of a specialist high potential program (with Metis)

Coaching and 360 feedback for leaders

Challenge: To provide developmental feedback to leaders in the region

What we did: Individualised coaching and 360 feedback was provided to leaders to help them identify and achieve their developmental objectives. This was done with the aim of maximising personal and professional effectiveness by overcoming derailers and leveraging personal strengths

Outcome: Result-oriented development that helped leaders realise their aspirations and potential

Development centre design, facilitation and feedback

Challenge: Develop organisational competencies in young leaders to accelerate growth into future roles

What we did: Designed and facilitated a comprehensive Development Centre to assess and enhance identified competencies. A range of tools was built to assess the participants in a range of activities. Business scenarios were built from the business and to reflect operational challenges and opportunities. The competencies assessed included those related to Business and Finance, Team Management, Leadership and Self Management. Individualised feedback and detailed reports on performance was provided to each participant during the centre

Outcome: A development pathway was created for each participant to develop and maximize their impact in the organisation

Leadership development program for the senior leadership team

Challenge: To develop critical leadership and management skills in the senior leadership team

What we did: Developed a leadership program focussed on self-enabling insights and skills development for their top 30 leaders. The program was preceded by a facilitated dialogue with the senior leadership team to identify challenges and to set the direction for the next 12-24 months. The program was built on the foundation of the identified direction and focussed on developing critical leadership skills in the areas of influence, feedback, coaching, and managing difficult conversations

Outcome: Set focused direction for the organisation while equipping the leadership with the required tools to maximise their impact