Enhancing Managerial Effectiveness


A leading pigment manufacturing company

Business Need

There was a need to strengthen managerial effectiveness across different managerial cadres especially among First Time Managers.

The following stressors
were identified


After being promoted to management positions, individuals took time to establish themselves as a strong but approachable leader and manage the team effectively.

Accepting the change

Managers found it challenging to accept and adapt to change in their role. Skill sets, nature of work relationship, their role, how they viewed themselves and the organization had to change.

Move out of the comfort zone

There was resistance to move out of their comfort zone from being an individual contributor to being a Manager.


Step 1

Pre-program Study

Pragati Leadership team identified the need to work on the present and expected competencies of the managers. A customized program was designed by understanding their dilemmas and challenges.

The process


Participants were aligned with the overall objective and structure of the program.

Pre-program Study

Telephonic conversations with some participants was conducted to understand the current realities of the organization, their personal challenges and dilemmas and better understand the expected result from the program.
Telephonic conversations held with few stakeholders to know their perspective on the concerns.
Focus Group Discussions with juniors of the participants were conducted.
Job description, and key result area of the participants were studied.
Competencies required were mapped to the proposed program.

Pre-program Assessment

Questionnaire covering the topics mentioned in the program was filled by the participants and the direct manager. These were mapped to the competencies required by the managers in the company.

Step 2

Facilitating Transition

Tools Adopted

Action Learning Projects:

Assignments related to important aspects of business and topics covered in the training module were given to the participants.

Group coaching:

Participants shared their experiences of applying their learning at work.

Digital knowledge inputs:

Knowledge inputs were provided to the participants on digital platforms to build engagement and sustainability.

In-house business learning inputs:

Functional Modules enhanced their ability on the technical aspects of their roles.

Reading Material:

Relevant reading material was provided to the participants consisting of work sheets, templates, reading material, case studies, etc.


The program concluded with participants going through an assessment jointly designed and conducted by PLI and the company leaders.

Key Differentiator

The program was customized according to the requirements of the organization and leaders.
A balanced approach combining spiritual wellbeing and core business deliverables was adopted.
Innovative and experiential learning solutions were employed.
Impact and Return on Investment were measured after the program concluded.


Managers could incorporate changes required to successfully transition from individual contributor to manager.
They could share effective feedback with team members.
Managers could encourage and involve team members to set clear expectations to achieve company goals.
The program helped managers to systematically resolve conflicts and build a collaborative team.
They were successful in creating and sustaining a customer-centric culture.

Participants Feedback

“Now I can engage in scheduled and systematic career discussions with my team members. They feel heard, so they are more engaged and involved in their roles.”
“Before reacting, I pause and think over. I have learnt to respect and accept my team members. Thus, I can handle challenging situations in an apt manner.”
“The training on Emotional Intelligence was extremely useful. I have managed to implement it thereby regulating my emotions.”
“Before I share a feedback, I ensure that I’m aware of the situation and study it well.”
“Now I think and handle situations with a calm, composed mind. I can clear the clutter in my mind and listen to myself.”
“I have a better understanding of each team member’s role in completing the project and identify the game changer in my team as well.”
“It is easier for me to motivate and appreciate my subordinates and colleagues at the right time.”

Client Speaks

“Now our managers and their teams are in a better position to identify their key roles and competencies vital to achieve the company’s vision by realizing it as a collaborative role. The facilitators and experts ensured that our team sustain the impact.”

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