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Analyzing and improving organizational effectiveness, McKinsey developed a new framework, the 7S model, to better represent the challenges of service marketing. This model helps in analyzing how well your organization is positioned to achieve its intend....More..>>
Types of Prompts in a Campaign

Once you determine the way in which you can reach your market, the next thing to look at is how you are going to lure your customer to try your brand. That method is called the "positioning prompt" of the brand.................More..>>
Brand valuation: The seven components of brand strength

The Interbrand model of brand strength - part of their valuation methodology - is a useful framework to consider the performance of your own brand.Reflect on these seven points and ...........More..>>
 
b.)Change Management
It is our constant endeavor to suggest Right Change for your organization and to help you in transition of change process. There are some of the questions that each of the corporations in the world ponders over today:

  • Who is responsible for this change?
  • Where doest it start from?
  • How does it happen?
 
It has been seen that companies that are struck with their once successful formula and get wedded with it, focusing all their energies looking inwards around the established practices to find the solution to the problems caused by changes elsewhere.

We offer our expertise to enhance your ability to expand the horizon of thoughts and the unique instinct of moving up the ladder of expectations. We ourselves, our competition and our customer chain together are driving the change – Change is natural. Change is all around us – all the while. So it is the basic nature of humans to drive and thrive on change that is at the core of what is happening in the business today and firms that are not playing to these basic rules of the nature, have only one way to go, which leads to extinction.

Customer expectations and competition between companies to outpace each other in the quest for bigger share of markets and economy are the biggest drivers for change. We provide our expertise to making your organization more vigilant for customers’ un-told needs and competitive priorities, helping companies to identify drivers for change and to act upon them.
With our support & guidance, you will learn to understand latent needs of their customers and at the same time outpace competition in their ability to track change. We help you to introduce innovative business models and continuously fine tune them to enhance your ability to create economic value.

Change is permanent, irrespective of what industry you may be in, how large your enterprise, or your organizational structure. Internal or External factors, whether managing employees expectation, Globalization, technology advances or regulatory/statutory norms - accelerate change. Therefore, how open you are to embrace meaningful change?

"When the rate of change
outside exceeds
the rate of change inside,
the end is in sight"
By Jack Welch

And how would you rate your organization when it comes to executing change?

Times of transition are becoming the rule rather than the exception. Yet few leaders know how to prepare for the changes that lie ahead. Transition leadership skills must be congruent with, must capitalize and build on, the leader's own strengths and talents. The transition adviser works collaboratively with each leader to assess the leader's place in the three-part transition process, the strengths the leader brings and how to leverage them, and what the current situation demands. It is a personal and completely customized process.

THE MOST IMPORTANT POINT TO NOTE IN CHANGING ''CULTURE'' IS THE ‘‘TRANSITION’’.

Transition is the state that change puts people into. The change is external (the different policy, practice, or structure that the leader is trying to bring about),
while transition is internal (a psychological reorientation that people have to go through before the change can work).....<<
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