Choose the programmes relevant to your organisation, enter the number of employees participating in each, and receive an indicative engagement estimate.
Each programme addresses a different development priority. Review when it may be relevant and the benefits participants should work towards before moving to the indicative estimate.
When employees need to take greater responsibility for their commitments, recognise the impact of their work and act appropriately instead of waiting passively for instructions.
Greater clarity about personal contribution, appropriate initiative, dependable follow-through and responsible escalation of issues within their role and authority.
When consistency between commitments, communication and actions needs attention, or when reliability and trust are important organisational priorities.
Stronger awareness of the importance of keeping commitments, communicating honestly, raising risks early and building credibility through consistent conduct.
When misunderstandings, interpersonal friction or unresolved differences affect coordination and the ability of teams to work towards shared outcomes.
More constructive communication, better handling of differences, practical conflict-management approaches and stronger working relationships across roles.
When useful knowledge remains with individuals, repeated mistakes occur, or teams need better ways to share learning and apply experience.
Improved habits for sharing relevant knowledge, learning from experience, documenting useful practices and contributing to continuous organisational learning.
When commitments are not consistently followed through, resource use needs greater care, or departments focus on activities rather than shared results.
Clearer ownership of agreed outcomes, more disciplined follow-through, responsible resource stewardship and awareness of contribution to collective results.
When decisions need more structured thinking, trade-offs are not considered adequately, or people need to use organisational resources more responsibly.
More considered decision-making, better evaluation of options and consequences, and stronger responsibility for the resources entrusted to them.
When recurring errors, inconsistent standards or limited problem-solving prevent teams from delivering reliable quality.
Stronger quality awareness, disciplined application of standards, practical problem-solving and greater participation in identifying improvement opportunities.
When silos, low trust or weak cross-functional cooperation make it difficult for people to coordinate and contribute to common priorities.
Better understanding of trust-building behaviours, shared responsibility, collaboration across boundaries and constructive contribution to team culture.
When managers, supervisors or experienced employees need to develop others, guide performance conversations and influence constructively.
Practical coaching and feedback approaches, stronger developmental conversations and the ability to encourage contribution without relying only on positional authority.
When leaders need to connect strategic priorities with operational decisions, understand interdependencies and lead beyond individual departmental interests.
Stronger systems thinking, clearer alignment between strategy and execution, and improved consideration of how leadership decisions affect the wider organisation.
When teams need to respond constructively to change, explore better ways of working or adapt to evolving processes and digital tools.
Greater openness to learning and change, practical innovation habits, adaptability and more thoughtful use of digital approaches in their work.
When employees need to see how their actions affect customers, colleagues, the wider organisation and its long-term responsibilities.
Stronger customer and stakeholder awareness, responsible contribution beyond narrow task boundaries and attention to sustainable organisational value.
Select the programmes you wish to explore and enter the number of employees participating in each. The estimate is a planning guide; MaHa will discuss the context and confirm the appropriate scope before making a formal proposal.
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Batches: 0 · Consultant days: 0
Travel, accommodation and other out-of-pocket expenses, if applicable, are not included.
Duration assumes approximately 3 consultant days per week. Contingency is for scheduling and is not charged as a separate fee.
Estimate assumptions: batch capacity 15 participants; standard professional fee ₹30,000 per consultant day; GST calculated at 18%; programme delivery days follow the listed programme level. These are planning assumptions and will be confirmed in the formal proposal.
*Participant total is the sum of programme-wise participation; the same employee may be counted more than once if selected for multiple programmes. This is an indicative, non-binding estimate based on current standard assumptions, not a commercial proposal. Final scope, delivery plan, applicable taxes and fees will be confirmed by MaHa after discussion.
