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It is necessary to be assessed because different people have different mental capabilities and behavioral styles. It is impossible to ascertain everything at once while interviewing so people are assessed on the basis of different parameters using psychometric assessments, which helps them to understand the personality characteristics and cognitive abilities.

Psychometric tests are a standard and scientific method used to measure individual mental capabilities and behavioral styles. Psychometric tests are designed to measure candidate’s sustainability for a role based on the required personality characteristics and cognitive abilities.

Being at the intersection of consulting and training, we have a dual responsibility of understanding our client’s dual goals and strategic execution. Leadership initiatives could boom with great impact and sustainable results but bust to save line as well. Through this working mindset, we have designed a framework that helps us approach companies as their stakeholders with measurable results.


According to HBR Report 2017 issue

Scientific studies have long suggested that investing in the right people will maximize organization’s return. In a world of unlimited resources , organizations would surely invest in everyone. What are the key indicators that signal star potential? Research points to the three general markers of high potential.

  1. Ability (Is the individual able to do the job in question?)
  2. Social Skills (Can this person establish and maintain cooperative working relationships).
  3. Drive (Is this person motivated to work hard, achieve and do whatever it takes to get the job done.

Experience Classroom

At India Executive Coaches, we believe in your exposure in leading others in various settings. We evaluate your leaders’ behavior through great leadership experience with the help of workshops as you are sitting in a classroom. The workshop can continue up to 2-3 days, which will give you a real classroom experience.


A workshop is a period of discussion or practical work on a particular subject in which a group of people share their knowledge or experience. The workshop’s goal should be at the center of your planning. Creative exercise will get everyone relaxed and involved.

Workshop means giving someone a blank piece of paper and saying, “Go, give me all your ideas”, and then discussing the same. It takes clear and deliberate planning to run a kickass workshop.


  1. We clearly define the goals as to what hampers an organization’s growth and then coaching is provided accordingly.
  2. The next step is to decide who will attend the workshop because the workshop will be most effective when it reaches the right kind of people.
  3. Then we choose the right location as well as create an agenda for the workshop which includes.
    • Main points: to be discussed and communicated.
    • Visual aids: any technical or human support to clarify the main points.
    • Discussion and Activities: what group discussions and activities need to take place.
  4. Develop a follow-up action because it is important to know whether your workshop was a success or not.
  5. The most important step is getting the people involved unless all the efforts will go in vain.

Best Tuition

Effective coaching can, very well, be seen as tuition classes where the unresolved issues are being settled by the individual but with some external help by professionals who, after a thorough assessment and clear, objective understanding, have an eminent grasp over what all is needed to be done for the better and improved workings of not just the individual in question, but for the entire organization. Yet, a coach is not just for unresolved issues but can help you with various things. You might want to take coaching, plainly, to reach the ‘next level’. And this next level varies from person to person. It might be succession or retirement planning, a more effective leadership presence, how to perform well in a new role, acclimate to a new company, inspire those you lead, etc.

No two coaching sessions are exactly the same, but you can gather an overview with the help of the following:

  1. We, at India Executive Coaches, believe in one to one sessions that follow a coachee centered module where the focus of the entire coaching session is based on the coachee’s agenda and the focus points shift from one issue to the next after ticking each one off.
  2. It is asked of the coachee to come prepared about what is it exactly that they want to discuss and hence, resolve in each coaching session.
  3. Specifying the issues and then working on them systematically attains the best results. 
  4. The frequency and the duration of these sessions depend on a number of things. Usually, it goes on for about 3 to 6 months of coaching where the coachee and the coach meet on a weekly basis.
  5. The coachee ought to have pre-determined objectives and/or milestones to be attained through each session and also about where the coachee sees themself in the next few years.
  6. The coach applies well-established psychological principles and techniques after tailoring them with respect to the coachee’s individual needs and presents them in the form of thought-provoking questions to help the coachee accomplish clarity and arrive at meaningful conclusions mainly on their own.
  7. That technique helps in a better installment of the resolves in the coachee’s mind and behavior instead of just being told to do something or to act in a certain manner.
  8. At the end of each session, some take-home tools are delivered to the coachee, so that a better implementation of the sought resolves can be secured.

It is through the commitment and persistence from both ends that an effective communication structure is established through which the coach is successfully able to present alternative perspectives in front of the coachee to help them better understand the viewpoints of different people in their organizations. It also helps the coachee in better aligning their viewpoints and objectives with their own for the good of the entire organization.

Examination Time/Sustainability Model

No one really remembers things a number of years later unless they have to sit for the exam again. For this reason, it is essential and pressing that one keeps revising what they have learned. To reinforce the learning journey we provide relevant and business-related sustainability tools. These tools are readily available in the form of:

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