What are the opening hours?

Monday 9am - 5pm Tuesday 9am - 5pm Wednesday 10am - 5pm Thursday 10am - 5pm Friday 10am - 5pm Saturday 9am - 1pm

Prashna Consulting - PESPL

Name: Prashna Consulting - PESPL
Address: WeWork Seawoods Grand Central, 10th Floor, Tower 1, Sector 40, Seawoods Railway Station, Nerul Node, Navi Mumbai, 400706, IN
Telephone: +919323833016

Home
India
NAVI MUMBAI
Prashna Consulting - PESPL

Facilitating organisations to achieve their goals! Prashna understands the secret of peak performance.

About Prashna Enterprise Solutions Private Limited | PESPL

PESPL was formed by passionate professionals who have solid experience and expertise across different industries and function. Our positive urge to enable organizations towards peak performance resulted in the inception of Prashna in the year 2012. Our Vision is to become the trusted peak performance consulting partner for organizations across the globe.

Do you think this candidate must be hired? Yes/NoComment to share your answer.Prashna Consulting | PESPLinfo@prashna.co...

20/12/2024

Do you think this candidate must be hired?
Yes/No

Comment to share your answer.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

18/12/2024

𝙏𝙝𝙚 𝘿𝙚𝙫𝙞𝙡 𝙞𝙨 𝙞𝙣 𝙩𝙝𝙚 𝘿𝙚𝙩𝙖𝙞𝙡𝙨!
There are a few key aspects that the executive coaching certification organisations won’t tell you upfront before you pay the bomb and attend the workshop-
> The participant can’t be an executive coach to their team members, family members, or friends.

> Executive coaching is not a universal solution to all your client’s needs. If the client wants advice, then he is not asking for executive coaching.

> You need some basic skills like listening with intent and probing. Especially probing because, without it, there is no scope for you to become a coach/reap benefits from your investment.

> You should apply the concepts to yourself first before trying to coach others. Ask yourself what positive changes you have managed in your own life before setting out to coach others.

What is the probability of you being influenced towards a change by a coach who smells of ci******es or a coach who doesn’t respect your time? The answer to this question will help you realise the importance of the above point!

Follow to read more-
https://www.prashnaconsulting.com/2019/09/20/sos-call-for-coaching/

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

14/12/2024

𝘾𝙧𝙚𝙖𝙩𝙞𝙣𝙜 𝙖 𝙎𝙖𝙛𝙚 𝙎𝙥𝙖𝙘𝙚 𝙛𝙤𝙧 𝘿𝙞𝙛𝙛𝙞𝙘𝙪𝙡𝙩 𝘾𝙤𝙣𝙫𝙚𝙧𝙨𝙖𝙩𝙞𝙤𝙣𝙨
The Dance of Insight strategy can be applied in various organisational settings. Here are a few examples:

> 𝗗𝘂𝗿𝗶𝗻𝗴 𝗮 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 𝗿𝗲𝘃𝗶𝗲𝘄: Instead of launching into a list of criticisms, the manager/leader can start by asking the employee if they're open to feedback and how they'd like to receive it.

> 𝗜𝗻 𝗮 𝘁𝗲𝗮𝗺 𝗺𝗲𝗲𝘁𝗶𝗻𝗴: Before discussing a sensitive topic, ask everyone in the room if they're comfortable with the conversation and if they have any concerns.

> 𝗪𝗵𝗲𝗻 𝗴𝗶𝘃𝗶𝗻𝗴 𝗶𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝗼𝗻𝘀: Rather than assuming that everyone understands what you're saying, ask if anyone has any questions or needs clarification.

The Dance of Insight strategy may seem small, but it can have a significant impact on work relationships.

By establishing permission at the beginning of a conversation, you're showing that you value the other person's time and perspective and creating a safe space for open and honest communication.

Stay tuned to our posts as we explore this further through interesting organisational scenarios.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

13/12/2024

𝙏𝙝𝙚 𝙋𝙤𝙬𝙚𝙧 𝙤𝙛 𝙋𝙚𝙧𝙢𝙞𝙨𝙨𝙞𝙤𝙣: 𝙀𝙨𝙩𝙖𝙗𝙡𝙞𝙨𝙝𝙞𝙣𝙜 𝙏𝙧𝙪𝙨𝙩 𝙞𝙣 𝘾𝙤𝙣𝙫𝙚𝙧𝙨𝙖𝙩𝙞𝙤𝙣𝙨
In any conversation, establishing permission is the key to a successful outcome. It has the power to make or break the interaction, especially when it comes to delicate or sensitive topics.

If you are a leader or manager with the power and authority to question/have conversations with your team members, you might wonder why you need to take their permission. The truth is- You don't need to!

But when you start by establishing permission, it can positively impact work relationships.

It builds trust and makes people feel safer around you, leading to more openness and better communication.

David Rock, the founder of the NeuroLeadership Institute, created the “Dance of Insight” strategy, which involves four parts: permission, placement, questioning, and clarifying.

The idea is that, by establishing permission, you create a safe and open space for a high-level conversation that improves people’s thinking.

It’s like a dance – you need to establish the rhythm before you can start moving together.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

13/12/2024

𝙏𝙝𝙚 𝘿𝙖𝙣𝙘𝙚 𝙤𝙛 𝙄𝙣𝙨𝙞𝙜𝙝𝙩: 𝘼 𝙇𝙚𝙖𝙙𝙚𝙧'𝙨 𝙏𝙤𝙤𝙡𝙠𝙞𝙩
Imagine a scenario where you're having a conversation with a team member, and you're trying to help them gain insights into their dilemma.

You ask them a question, and before they have a chance to think about it, you bombard them with more questions.

The conversation becomes a chaotic mess, and both the members involved are left confused and frustrated.

But what if there was a way to have a dance of insight, where you lead your team member through a series of steps to help them gain deeper awareness and develop their own AHA moments?

In his book Quiet Leadership, David Rock outlines this powerful strategy that helps you keep people fully engaged in the delicate dance of making new connections.

By being aware of traps such as rushing the other person or thinking harder about the issue than your team member, you can guide them towards a reflective phase where they can develop a deeper understanding of their dilemma.

The four parts of the Dance of Insight are simple yet effective and can be applied to any conversation regardless of the content.

With this strategy, you'll be able to foster a culture of independent thinking and problem-solving within your team.

Stay tuned to our posts to learn more about this insightful dance!

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

10/12/2024

𝙏𝙝𝙚 𝙋𝙤𝙬𝙚𝙧 𝙤𝙛 𝘼𝙃𝘼 𝙈𝙤𝙢𝙚𝙣𝙩𝙨 𝙞𝙣 𝙊𝙧𝙜𝙖𝙣𝙞𝙯𝙖𝙩𝙞𝙤𝙣𝙖𝙡 𝘿𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩
Have you ever experienced an AHA moment? Don’t you love it?

People love AHA moments because they represent sudden realisations or breakthroughs that help us to see things in a new light.

The experience is thought to involve a complex interplay of cognitive and neural processes in the brain.

AHA moments are often accompanied by excitement, joy, or satisfaction as we experience a sense of clarity and understanding that we may not have had before.

Neuroscientists have found that AHA moments are often accompanied by a sudden burst of electrical activity in the brain, particularly in the right hemisphere.

The brain is believed to engage in a “ restructuring process," where existing knowledge and ideas are reorganised and combined in new ways, leading to a sudden realisation or insight.

This restructuring process involves the prefrontal cortex, responsible for decision-making and problem-solving, and the hippocampus and other regions involved in memory and learning.

In the context of organisations, AHA moments are important because they can help team members to see problems or challenges in a new way, which can lead to more creative and effective solutions.

When team members experience AHA moments, especially by making new connections through thinking better, they may feel more empowered to take on new challenges.

This, in turn, drives innovation and growth within the organisation.

Stay tuned to our posts on effectively creating these moments for your team members.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

05/12/2024

𝙏𝙖𝙞𝙡𝙤𝙧𝙞𝙣𝙜 𝙩𝙝𝙚 𝙨𝙚𝙡𝙛-𝙙𝙞𝙧𝙚𝙘𝙩𝙚𝙙 𝙖𝙥𝙥𝙧𝙤𝙖𝙘𝙝 𝙩𝙤 𝙛𝙞𝙩 𝙞𝙣𝙙𝙞𝙫𝙞𝙙𝙪𝙖𝙡 𝙩𝙝𝙞𝙣𝙠𝙞𝙣𝙜.
Approach 3-Providing an answer that is most useful to the person's thinking

In some situations, providing an answer in a way that's most useful to the person's thinking is what works best.

Take this hypothetical exchange between a leader and a team member, for example:

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲: I'm still uncertain about the situation with our content management department.

𝗟𝗲𝗮𝗱𝗲𝗿: I may be able to provide some insights that could help you. Would you like to hear what I'm thinking?

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲: Yes, please!

𝗟𝗲𝗮𝗱𝗲𝗿: Would you prefer a high-level overview or a more detailed breakdown?

𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲: A more detailed explanation would be most beneficial for me now.

The leader creates a more productive and empowering work environment by respecting employees' preferences and encouraging them to engage in their own thinking.

It's important to remember that the self-directed approach isn't a one-size-fits-all solution. Still, when used appropriately, it can help people improve their performance and achieve better results in their day-to-day tasks.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

04/12/2024

𝙁𝙖𝙘𝙞𝙡𝙞𝙩𝙖𝙩𝙞𝙣𝙜 𝙩𝙝𝙚 𝙨𝙚𝙡𝙛-𝙙𝙞𝙧𝙚𝙘𝙩𝙚𝙙 𝙖𝙥𝙥𝙧𝙤𝙖𝙘𝙝 𝙖𝙩 𝙩𝙝𝙚 𝙧𝙞𝙜𝙝𝙩 𝙥𝙖𝙘𝙚.
𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵:𝟮- 𝗛𝗲𝗹𝗽 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗺𝗮𝗸𝗲 𝗻𝗲𝘄 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀 𝗹𝗮𝘁𝗲𝗿

Sometimes team members might be unable to make new connections on the spot to find an answer to their dilemma.
In such cases, leaders can guide them to find the answers themselves later rather than giving a ready-made solution.

Imagine your employee Karen coming to you with a struggle she is unsure of navigating.

You could give her the answer, but instead, You ask Karen, "Do you think talking to someone might help you figure out what to do next?"

Karen pauses for a moment, and then a lightbulb goes off. "Actually, yeah, I think talking to our sales team might give me some ideas," she says.

You smile, seeing the wheels turning in Karen's mind. "That's a great idea. And what other support might you need?" you ask.

Karen says, “I think I just need a little time to bounce some ideas around. I'll set up a meeting with the sales team and see where that takes me!"

And just like that, Karen has taken charge of her learning and problem-solving. Here we use 𝘀𝗲𝗹𝗳-𝗱𝗶𝗿𝗲𝗰𝘁𝗲𝗱 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝘁𝗼 𝗵𝗲𝗹𝗽 𝗽𝗲𝗼𝗽𝗹𝗲 𝗺𝗮𝗸𝗲 𝗻𝗲𝘄 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀 𝗹𝗮𝘁𝗲𝗿 𝗼𝗻.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

03/12/2024

𝙏𝙧𝙖𝙣𝙨𝙛𝙤𝙧𝙢 𝙔𝙤𝙪𝙧 𝙒𝙤𝙧𝙠𝙥𝙡𝙖𝙘𝙚 𝙩𝙝𝙧𝙤𝙪𝙜𝙝 𝙏𝙝𝙚 𝙎𝙚𝙡𝙛-𝘿𝙞𝙧𝙚𝙘𝙩𝙚𝙙 𝙍𝙚𝙫𝙤𝙡𝙪𝙩𝙞𝙤𝙣!
In our posts this week, let us explore the situations requiring a 𝗣𝘂𝗿𝗲 𝗦𝗲𝗹𝗳-𝗗𝗶𝗿𝗲𝗰𝘁𝗲𝗱 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵 to 𝗣𝗮𝗿𝘁𝗶𝗮𝗹𝗹𝘆 𝗦𝗲𝗹𝗳-𝗗𝗶𝗿𝗲𝗰𝘁𝗲𝗱 in handling office situations. It is also called the 𝗟𝗮𝗱𝗱𝗲𝗿 𝗼𝗳 𝗔𝗽𝗽𝗿𝗼𝗮𝗰𝗵𝗲𝘀 𝘁𝗼 𝗦𝗲𝗹𝗳-𝗗𝗶𝗿𝗲𝗰𝘁𝗲𝗱 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴.

Pure Self-Directed Approach
𝗛𝗲𝗹𝗽 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝗺𝗮𝗸𝗲 𝗻𝗲𝘄 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀 𝗼𝗻 𝘁𝗵𝗲 𝘀𝗽𝗼𝘁.

𝗥𝗲𝗸𝗵𝗮, the Store Manager of a retail store, sees one of her employees, 𝗝𝗲𝘀𝘀𝗶𝗰𝗮, flustered after an encounter with a demanding customer.

Rekha initiates a conversation by checking if Jessica needs any support. Jessica expresses that she is unsure of how to handle the very demanding customer.

Rekha: I hear you, and I am here. What will be the best way to support you in working through this?

Jessica (thinks for a moment): I can probably share what happened with the customer and hear your thoughts on how I could handle it better next time.

As Jessica talks through the situation, she begins to make connections about how she could have handled it differently.

Jessica: Instead of just telling them what they can't do, I could have offered a few solutions to the customer's problem.

Rekha: Those are great insights, Jessica. By offering some alternatives, you show the customer that you're on their side and trying to help them find a solution."

This scenario demonstrates how the self-directed approach on the spot can be an effective approach in situations where someone is feeling overwhelmed or unsure of what to do.

Have you handled such encounters in your role? Comment to share.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

Manoharan Rathinam
Founder & Management Consultant | PESPL

24/11/2024

𝘽𝙚𝙮𝙤𝙣𝙙 𝙂𝙚𝙣𝙚𝙧𝙞𝙘 𝘼𝙙𝙫𝙞𝙘𝙚
In our previous post (https://www.facebook.com/photo?fbid=643955287743061&set=a.521840339954557), we read about the interesting interaction between Sridhar- the sales head and Ben, his supervisor.

This type of communication is not uncommon in many workplaces, where managers tend to instruct subordinates rather than empower them to think for themselves.

Had I been in Sridar’s place, Ben's well-intended advice might have come across as unhelpful and generic.

As someone with over 20 years of experience, I will already know about limited-time promotions and referral marketing, and my team will already be putting in a lot of effort to meet targets.

I would benefit from a more open-ended conversation where Ben creates a space for me to discuss my specific challenges and ideas for improvement.

Ben could have asked questions to help me reflect on my current approach and offer support in developing new strategies.

As Sridhar, I might feel frustrated or undermined by Ben's approach. It might feel like Ben does not trust my expertise and capabilities.

The solution to this conundrum is simple yet often overlooked.

Asking thoughtful questions and providing gentle nudges in the right direction will guide team members to think better and develop solutions that may be more effective than those just prescribed by their leaders.

Stay tuned to read about another approach that might have made a difference in our Sridar- Ben situation.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

Comment to share some such office humour that has happened at your workplace.Prashna Consulting | PESPLinfo@prashna.co.i...

23/11/2024

Comment to share some such office humour that has happened at your workplace.

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

22/11/2024

𝘿𝙚𝙘𝙤𝙙𝙞𝙣𝙜 𝙏𝙝𝙚 𝙎𝙚𝙘𝙧𝙚𝙩 𝘽𝙚𝙝𝙞𝙣𝙙 𝙏𝙝𝙚 𝙋𝙝𝙧𝙖𝙨𝙚𝙨 𝙔𝙤𝙪𝙧 𝙏𝙚𝙖𝙢 𝙐𝙨𝙚!
Keep an ear out for phrases like "I want to, but I'm unable to" or "I don't know where to start."

Your self-directed approach is your cue to swoop in and save the day.

But hold up, before you think the self-directed approach is the answer to all your problems, let me tell you; it's not a one-size-fits-all solution.

For instance, let's say one of your team members just received a warning memo and is venting to you about it.

Trust me, the last thing on their mind is to think deeply about their next move. They just need someone to listen and validate their frustrations.

It's like when your bestie comes to you after a bad date. They don't want your advice; they just want you to tell them they're awesome and that the other person was clearly awful!

As leaders, we must be attentive to our team members' needs and recognise when and how they need our help and guidance.

So, while keeping an ear out for those secret phrases is essential, it is equally important to don your thinking cap to assess the situation!

Just remember the words of wisdom from Winnie the Pooh: "Think, think, think."

Prashna Consulting | PESPL
[email protected]
+91 93238 33016
https://www.prashnaconsulting.com/

Address

WeWork Seawoods Grand Central, 10th Floor, Tower 1, Sector 40, Seawoods Railway Station, Nerul Node
Navi Mumbai
400706

Opening Hours

Monday	9am - 5pm
Tuesday	9am - 5pm
Wednesday	10am - 5pm
Thursday	10am - 5pm
Friday	10am - 5pm
Saturday	9am - 1pm

Telephone

+919323833016

Website

https://www.prashnaconsulting.com/

Alerts

Be the first to know and let us send you an email when Prashna Consulting - PESPL posts news and promotions. Your email address will not be used for any other purpose, and you can unsubscribe at any time.

Contact The Business

Send a message to Prashna Consulting - PESPL:

Shortcuts

Address
Telephone
Opening Hours
Alerts
Contact The Business
Claim ownership or report listing

20/12/2024

18/12/2024

14/12/2024

13/12/2024

13/12/2024

10/12/2024

05/12/2024

04/12/2024

03/12/2024

24/11/2024

23/11/2024

22/11/2024

Address

Opening Hours

Telephone

Website

Alerts

Contact The Business

Shortcuts

Share