Organizational Change
Organizations must be fertile grounds for nurturing the human spirit and growing human potential to make the world a better place.
Leadership Development
Leadership development is most effective when personalized and contextualized, enabling leaders to build a new mindset and skills.
Strategic HR
HR exists to add value by facilitating a high-performance culture, strengthening the leadership bench, and deploying the right talent.
All transformations must be intrinsically driven at an organizational or individual level. With my doctoral degree in Transformative Learning and Change and over 30 years of experience leading organizational and leadership transformation initiatives, I have the expertise to support and facilitate my clients' transformation endeavors. I had a
chance to reflect on my life purpose in a coaching workshop. I
described it using the metaphor of “chrysalis” to symbolize my
passion for supporting people to learn, change, and grow. So,
when I thought about setting up a consulting firm, Chrysalis
became an obvious choice for its name as it symbolizes me and my
passion.
Before founding Chrysalis Consulting Solutions, I was the Executive VP & Head of Strategic HR and Organizational Capabilities at Emirates NBD Bank in Dubai, UAE. In this Group-wide role, I conceived and led several strategic HR and organizational change initiatives. INSEAD Business School captured the organizational and HR transformation I facilitated in the bank as a case study. In the early part of my career in India, I worked as an HR consulting lead at Price Waterhouse and performed various HR management roles at Unilever.
Read moreOur consulting solutions transform organizations and leaders, one at a time, to successfully navigate change and become stronger, wiser, and nimbler.
A High-Performance Organization (HPO) achieves financial and non-financial results that are better than those of its peer group over the long haul. In an HPO, the task-based strategic direction and execution and people-based leadership and culture complement each other, just as yin and yang in Chinese philosophy are inseparable despite their apparent differences.
Our HPO model addresses the need to strengthen the four levers, as stated below:
We believe an organization’s continued success depends on its strong bench strength for critical leadership jobs. Therefore, organizations need to put in place the following to build their leadership bench strength:
HR transformation must be anchored in the business priorities and stakeholder expectations. It must enhance HR’s impact on organizational success. Therefore, a business case for HR transformation must be made with clarity on the expected outcomes and their impact.
Our HR transformation model distinguishes between HR Enablers,
HR Functions, and HR Results while highlighting their
interconnectedness in the HR value chain.
They are ideal for organizations that wish to enhance the leadership skills required for effective strategy execution and performance management.
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