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(1029, 1, '2015-09-15 14:39:21', '2015-09-15 14:39:21', '[spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-729\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/logo-story.jpg\" alt=\"logo story\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">A New Identity</span></strong></h2>\r\n[/spb_text_block] [boxed_content type=\"coloured\" custom_bg_colour=\"#EBFFFE\" custom_text_colour=\"#000000\" pb_margin_bottom=\"no\" width=\"2/3\" el_position=\"first\"]\r\n<p style=\"text-align: justify;\">Across all growing businesses, an individual decides to invest a portion of their life to jointly build, progress &amp; grow together. People, the only ingredient defining organizational success.</p>\r\n<p style=\"text-align: justify;\">At Mentor, we take our work seriously. Shaping minds. We call it engineering human behaviour. Our work impacts everyone in an organization - from the frontline to the chairperson. Our beliefs are an extension of the vast &amp; unexplored human potential.</p>\r\n<p style=\"text-align: justify;\">Mentor\'s new identity presents the order of the world, a planet built on partnerships, on mentoring, on a facilitator - learner model. An ecosystem built for people to flourish and in the process facilitate enterprises to thrive.</p>\r\n<p style=\"text-align: justify;\">Welcome To Mentor.</p>\r\n[/boxed_content] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">Design Ideology</span></strong></h2>\r\n[/spb_text_block] [/spb_row] [spb_column width=\"1/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-799 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/colours.jpg\" alt=\"colours\" width=\"250\" height=\"151\" />\r\n<p style=\"text-align: justify;\">Colours of Orange represents Energy, Vitality, Cheer, Excitement, Adventure, Warmth and Good Health. While Blue symbolizes Trust and Dependability, both virtues that will help an individual shape up and perform in the business world.</p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><img class=\"aligncenter wp-image-841\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/mentor_logo_final.png\" alt=\"mentor_logo_final\" width=\"114\" height=\"151\" /></p>\r\n\r\n<div style=\"text-align: justify;\">The circle, represents gradual transformation through constant change in human behavior through the shared ecosystem created within each organization.</div>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"4px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\"><img class=\"aligncenter wp-image-843\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/m_letter.jpg\" alt=\"m_letter\" width=\"260\" height=\"157\" /></div>\r\n<div style=\"text-align: justify;\">The lowercase lettering style of “Mentor” represents a step towards a new chapter Mentor is embarking.</div>\r\n[/spb_text_block] [/spb_column] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"]', 'Logo Story', '', 'inherit', 'open', 'open', '', '655-revision-v1', '', '', '2015-09-15 14:39:21', '2015-09-15 14:39:21', '', 655, 'http://www.mentor.in/index.php/2015/09/15/655-revision-v1/', 0, 'revision', '', 0),
(1030, 1, '2015-09-15 14:40:32', '2015-09-15 14:40:32', '[spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-729\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/logo-story.jpg\" alt=\"logo story\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">A New Identity</span></strong></h2>\r\n[/spb_text_block] [boxed_content type=\"coloured\" custom_bg_colour=\"#EBFFFE\" custom_text_colour=\"#000000\" pb_margin_bottom=\"no\" width=\"2/3\" el_position=\"first\"]\r\n<p style=\"text-align: justify;\">Across all growing businesses, an individual decides to invest a portion of their life to jointly build, progress &amp; grow together. People, the only ingredient defining organizational success.</p>\r\n<p style=\"text-align: justify;\">At Mentor, we take our work seriously. Shaping minds. We call it engineering human behaviour. Our work impacts everyone in an organization - from the frontline to the chairperson. Our beliefs are an extension of the vast &amp; unexplored human potential.</p>\r\n<p style=\"text-align: justify;\">Mentor\'s new identity presents the order of the world, a planet built on partnerships, on mentoring, on a facilitator - learner model. An ecosystem built for people to flourish and in the process facilitate enterprises to thrive.</p>\r\n<p style=\"text-align: justify;\">Welcome To Mentor.</p>\r\n[/boxed_content] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"1/6\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">Design Ideology</span></strong></h2>\r\n[/spb_text_block] [/spb_row] [spb_column width=\"1/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-799 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/colours.jpg\" alt=\"colours\" width=\"250\" height=\"151\" />\r\n<p style=\"text-align: justify;\">Colours of Orange represents Energy, Vitality, Cheer, Excitement, Adventure, Warmth and Good Health. While Blue symbolizes Trust and Dependability, both virtues that will help an individual shape up and perform in the business world.</p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><img class=\"aligncenter wp-image-841\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/mentor_logo_final.png\" alt=\"mentor_logo_final\" width=\"114\" height=\"151\" /></p>\r\n\r\n<div style=\"text-align: justify;\">The circle, represents gradual transformation through constant change in human behavior through the shared ecosystem created within each organization.</div>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"4px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\"><img class=\"aligncenter wp-image-843\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/m_letter.jpg\" alt=\"m_letter\" width=\"260\" height=\"157\" /></div>\r\n<div style=\"text-align: justify;\">The lowercase lettering style of “Mentor” represents a step towards a new chapter Mentor is embarking.</div>\r\n[/spb_text_block] [/spb_column] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"]', 'Logo Story', '', 'inherit', 'open', 'open', '', '655-revision-v1', '', '', '2015-09-15 14:40:32', '2015-09-15 14:40:32', '', 655, 'http://www.mentor.in/index.php/2015/09/15/655-revision-v1/', 0, 'revision', '', 0),
(1031, 1, '2015-09-15 14:40:46', '2015-09-15 14:40:46', '[spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-729\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/logo-story.jpg\" alt=\"logo story\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">A New Identity</span></strong></h2>\r\n[/spb_text_block] [boxed_content type=\"coloured\" custom_bg_colour=\"#EBFFFE\" custom_text_colour=\"#000000\" pb_margin_bottom=\"no\" width=\"2/3\" el_position=\"first\"]\r\n<p style=\"text-align: justify;\">Across all growing businesses, an individual decides to invest a portion of their life to jointly build, progress &amp; grow together. People, the only ingredient defining organizational success.</p>\r\n<p style=\"text-align: justify;\">At Mentor, we take our work seriously. Shaping minds. We call it engineering human behaviour. Our work impacts everyone in an organization - from the frontline to the chairperson. Our beliefs are an extension of the vast &amp; unexplored human potential.</p>\r\n<p style=\"text-align: justify;\">Mentor\'s new identity presents the order of the world, a planet built on partnerships, on mentoring, on a facilitator - learner model. An ecosystem built for people to flourish and in the process facilitate enterprises to thrive.</p>\r\n<p style=\"text-align: justify;\">Welcome To Mentor.</p>\r\n[/boxed_content] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"1/4\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><strong><span style=\"color: #f5811e;\">Design Ideology</span></strong></h2>\r\n[/spb_text_block] [/spb_row] [spb_column width=\"1/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-799 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/colours.jpg\" alt=\"colours\" width=\"250\" height=\"151\" />\r\n<p style=\"text-align: justify;\">Colours of Orange represents Energy, Vitality, Cheer, Excitement, Adventure, Warmth and Good Health. While Blue symbolizes Trust and Dependability, both virtues that will help an individual shape up and perform in the business world.</p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><img class=\"aligncenter wp-image-841\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/mentor_logo_final.png\" alt=\"mentor_logo_final\" width=\"114\" height=\"151\" /></p>\r\n\r\n<div style=\"text-align: justify;\">The circle, represents gradual transformation through constant change in human behavior through the shared ecosystem created within each organization.</div>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"4px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\"><img class=\"aligncenter wp-image-843\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/m_letter.jpg\" alt=\"m_letter\" width=\"260\" height=\"157\" /></div>\r\n<div style=\"text-align: justify;\">The lowercase lettering style of “Mentor” represents a step towards a new chapter Mentor is embarking.</div>\r\n[/spb_text_block] [/spb_column] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"]', 'Logo Story', '', 'inherit', 'open', 'open', '', '655-revision-v1', '', '', '2015-09-15 14:40:46', '2015-09-15 14:40:46', '', 655, 'http://www.mentor.in/index.php/2015/09/15/655-revision-v1/', 0, 'revision', '', 0),
(1032, 1, '2015-09-15 14:41:43', '2015-09-15 14:41:43', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-943\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/us-1024x131.jpg\" alt=\"us\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor Learning, founded 2004, is a Chennai-based Learning &amp; Development Solutions Firm offering a wide range of training solutions to clients both in India and across the Globe.</p>\r\n<p style=\"text-align: justify;\">Since inception, Mentor has been growing its wings offering value based continuous learning modules to corporates across various sectors. Today, Mentor boasts of over 120 happy clients. Over 100,000 learners have undergone our proprietary programs across various domains.</p>\r\n<p style=\"text-align: justify;\">Over the years, we have created a growing ecosystem of experts across learning design, content development &amp; service delivery that helps us deliver outstanding value for our clients.</p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Discover Human Transformation with Us.</span></strong></p>\r\n<p style=\"text-align: justify;\">Our team includes some of the finest learning professionals who have anchored leadership roles in blue-chip corporations. A combined experience of nearly 100 man years gives the management team a competitive advantage in understanding the growing dynamics of the Learning &amp; Development world.</p>\r\nWhat’s more? We have helped some of our clients look at L &amp; D as an investment that gives measurable results, rather than just a budget to spend, using our in-house model of Result Oriented Learning Engineering (R.O.L.E). To know more about R.O.L.E  <a href=\"http://www.mentor.in/index.php/role/\">click here.</a>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Value Propositions</span></strong></p>\r\nAt Mentor, we believe in having our skin in the game. Pureplay training solutions are passe. Organizations require an accountable, measurable &amp; growth-focused partner.\r\n\r\nHere\'s what we believe makes Mentor tick:\r\n\r\n1. Helping clients align their learning with business outcomes. This means, it\'s more than just plain vanilla        motivation. A skilled employee has a positive impact on business results.\r\n\r\n2. Our content &amp; delivery models are designed using a Multi Stimuli Learning Experience &amp; ensures they             measure efficacy of learning programs seamlessly with minimal efforts.\r\n\r\n3. We transfer ownership for learning to the employee\r\n\r\n4. We guarantee tangilbe RoLI, Return on Learning Investments. The means you get to see how your                     training budgets get spent, actually get invested.\r\n\r\n5. Lastly, here\'s what we commit to our clients, \"give us your people, we\'ll transform your business.\"\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Our Differentiators</span></strong></p>\r\nSo what makes us stand away from the me-too run training services companies? Here are some reasons that actually makes us stand outside the crowd:\r\n\r\n1. Training is not Prayer. Learning can be engineered!\r\n\r\n2. Learning is more biological than cognitive! It is complete when the learner is able to produce new                    behavior effortlessly.\r\n\r\n3. A scientific &amp; engineered approach to learning brings tangilbe &amp; results-driven change.\r\n\r\n4. Helping business leaders run the Learning division as a high RoI function and a catalyst in organizational      change.\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Us', '', 'inherit', 'open', 'open', '', '939-revision-v1', '', '', '2015-09-15 14:41:43', '2015-09-15 14:41:43', '', 939, 'http://www.mentor.in/index.php/2015/09/15/939-revision-v1/', 0, 'revision', '', 0),
(1033, 1, '2015-09-15 14:57:30', '2015-09-15 14:57:30', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-1504\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/in-house.jpg\" alt=\"in house\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3><span style=\"color: #173866;\">Countering Interpersonal Conflicts at the Workplace</span></h3>\r\n<strong>By: Desikamani G</strong>\r\n<strong> Email: mani@mentor.in</strong>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Today\'s IT workplace is becoming increasingly intolerant of performance deviations, and there is no dearth of triggers for conflicts. Desikamani says that we have become habituated to living in a conflictfull environment</p>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Increasing number of men and women working in an IT environment are facing serious health challenges. We note with sadness the increasing relationship problems and burnout that IT employees are facing in their personal lives. The root cause of most illnesses today is the mind,  which gets fatigued and abused by a variety of factors. Overwork and lack of rest is a primary cause. <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Countering_interpersonal_conflicts_at_the_workplace.pdf\" target=\"_blank\">Read more</a></p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'In-House Papers', '', 'publish', 'open', 'closed', '', 'in-house-papers', '', '', '2015-10-01 14:33:19', '2015-10-01 14:33:19', '', 0, 'http://www.mentor.in/?page_id=1033', 0, 'page', '', 0),
(1034, 1, '2015-09-15 14:52:51', '2015-09-15 14:52:51', '', 'Mani Article', '', 'inherit', 'open', 'open', '', 'mani-article', '', '', '2015-09-15 14:52:51', '2015-09-15 14:52:51', '', 0, 'http://www.mentor.in/wp-content/uploads/2015/09/Mani-Article.pdf', 0, 'attachment', 'application/pdf', 0),
(1035, 1, '2015-09-15 14:56:01', '2015-09-15 14:56:01', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-943\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/us-1024x131.jpg\" alt=\"us\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor Learning, founded 2004, is a Chennai-based Learning &amp; Development Solutions Firm offering a wide range of training solutions to clients both in India and across the Globe.</p>\r\n<p style=\"text-align: justify;\">Since inception, Mentor has been growing its wings offering value based continuous learning modules to corporates across various sectors. Today, Mentor boasts of over 120 happy clients. Over 100,000 learners have undergone our proprietary programs across various domains.</p>\r\n<p style=\"text-align: justify;\">Over the years, we have created a growing ecosystem of experts across learning design, content development &amp; service delivery that helps us deliver outstanding value for our clients.</p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Discover Human Transformation with Us.</span></strong></p>\r\n<p style=\"text-align: justify;\">Our team includes some of the finest learning professionals who have anchored leadership roles in blue-chip corporations. A combined experience of nearly 100 man years gives the management team a competitive advantage in understanding the growing dynamics of the Learning &amp; Development world.</p>\r\nWhat’s more? We have helped some of our clients look at L &amp; D as an investment that gives measurable results, rather than just a budget to spend, using our in-house model of Result Oriented Learning Engineering (R.O.L.E). To know more about R.O.L.E  <a href=\"http://www.mentor.in/index.php/role/\">click here.</a>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Value Propositions</span></strong></p>\r\nAt Mentor, we believe in having our skin in the game. Pureplay training solutions are passe. Organizations require an accountable, measurable &amp; growth-focused partner.\r\n\r\nHere\'s what we believe makes Mentor tick:\r\n<ol>\r\n	<li>Helping clients align their learning with business outcomes. This means, it\'s more than just plain vanilla motivation. A skilled employee has a positive impact on business results.</li>\r\n	<li>Our content &amp; delivery models are designed using a Multi Stimuli Learning Experience &amp; ensures they measure efficacy of learning programs seamlessly with minimal efforts.</li>\r\n	<li>We transfer ownership for learning to the employee.</li>\r\n	<li>We guarantee tangilbe RoLI, Return on Learning Investments. The means you get to see how you training budgets get spent, actually get invested.</li>\r\n	<li>Lastly, here\'s what we commit to our clients, \"give us your people, we\'ll transform your business.\"</li>\r\n</ol>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Our Differentiators</span></strong></p>\r\nSo what makes us stand away from the me-too run training services companies? Here are some reasons that actually makes us stand outside the crowd:\r\n<ol>\r\n	<li>1.Training is not Prayer. Learning can be engineered!</li>\r\n	<li>2. Learning is more biological than cognitive! It is complete when the learner is able to produce new behavior effortlessly.</li>\r\n	<li>3. A scientific &amp; engineered approach to learning brings tangilbe &amp; results-driven change.</li>\r\n	<li>4. Helping business leaders run the Learning division as a high RoI function and a catalyst in organizational change.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Us', '', 'inherit', 'open', 'open', '', '939-revision-v1', '', '', '2015-09-15 14:56:01', '2015-09-15 14:56:01', '', 939, 'http://www.mentor.in/index.php/2015/09/15/939-revision-v1/', 0, 'revision', '', 0),
(1036, 1, '2015-09-15 14:57:11', '2015-09-15 14:57:11', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-943\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/us-1024x131.jpg\" alt=\"us\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor Learning, founded 2004, is a Chennai-based Learning &amp; Development Solutions Firm offering a wide range of training solutions to clients both in India and across the Globe.</p>\r\n<p style=\"text-align: justify;\">Since inception, Mentor has been growing its wings offering value based continuous learning modules to corporates across various sectors. Today, Mentor boasts of over 120 happy clients. Over 100,000 learners have undergone our proprietary programs across various domains.</p>\r\n<p style=\"text-align: justify;\">Over the years, we have created a growing ecosystem of experts across learning design, content development &amp; service delivery that helps us deliver outstanding value for our clients.</p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Discover Human Transformation with Us.</span></strong></p>\r\n<p style=\"text-align: justify;\">Our team includes some of the finest learning professionals who have anchored leadership roles in blue-chip corporations. A combined experience of nearly 100 man years gives the management team a competitive advantage in understanding the growing dynamics of the Learning &amp; Development world.</p>\r\nWhat’s more? We have helped some of our clients look at L &amp; D as an investment that gives measurable results, rather than just a budget to spend, using our in-house model of Result Oriented Learning Engineering (R.O.L.E). To know more about R.O.L.E  <a href=\"http://www.mentor.in/index.php/role/\">click here.</a>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Value Propositions</span></strong></p>\r\nAt Mentor, we believe in having our skin in the game. Pureplay training solutions are passe. Organizations require an accountable, measurable &amp; growth-focused partner.\r\n\r\nHere\'s what we believe makes Mentor tick:\r\n<ol>\r\n	<li>Helping clients align their learning with business outcomes. This means, it\'s more than just plain vanilla motivation. A skilled employee has a positive impact on business results.</li>\r\n	<li>Our content &amp; delivery models are designed using a Multi Stimuli Learning Experience &amp; ensures they measure efficacy of learning programs seamlessly with minimal efforts.</li>\r\n	<li>We transfer ownership for learning to the employee.</li>\r\n	<li>We guarantee tangilbe RoLI, Return on Learning Investments. The means you get to see how you training budgets get spent, actually get invested.</li>\r\n	<li>Lastly, here\'s what we commit to our clients, \"give us your people, we\'ll transform your business.\"</li>\r\n</ol>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Our Differentiators</span></strong></p>\r\nSo what makes us stand away from the me-too run training services companies? Here are some reasons that actually makes us stand outside the crowd:\r\n<ol>\r\n	<li>Training is not Prayer. Learning can be engineered!</li>\r\n	<li>Learning is more biological than cognitive! It is complete when the learner is able to produce new behavior effortlessly.</li>\r\n	<li>A scientific &amp; engineered approach to learning brings tangilbe &amp; results-driven change.</li>\r\n	<li>Helping business leaders run the Learning division as a high RoI function and a catalyst in organizational change.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Us', '', 'inherit', 'open', 'open', '', '939-revision-v1', '', '', '2015-09-15 14:57:11', '2015-09-15 14:57:11', '', 939, 'http://www.mentor.in/index.php/2015/09/15/939-revision-v1/', 0, 'revision', '', 0),
(1037, 1, '2015-09-15 14:57:30', '2015-09-15 14:57:30', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nThis is a text block. Click the edit button to change this text.\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3><span style=\"color: #173866;\">Countering Interpersonal Conflicts at the Workplace</span></h3>\r\n<strong>By: Desikamani G</strong>\r\n<strong> Head - Product Research and Development</strong>\r\n<strong> Email: mani@mentor.in</strong>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Today\'s IT workplace is becoming increasingly intolerant of performance deviations, and there is no dearth of triggers for conflicts. Desikamani G says that we have become habituated to living in a conflictfull environment</p>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Increasing number of men and women working in an IT environment are facing serious health challenges. We note with sadness the increasing relationship problems and burnout that IT employees are facing in their personal lives. The root cause of most illnesses today is the mind,  which gets fatigued and abused by a variety of factors. Overwork and lack of rest is a primary cause.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Mani-Article.pdf\" target=\"_blank\">Read More</a></p>\r\n[/spb_text_block] [/spb_column]', 'Knowledge Bank', '', 'inherit', 'open', 'open', '', '1033-revision-v1', '', '', '2015-09-15 14:57:30', '2015-09-15 14:57:30', '', 1033, 'http://www.mentor.in/index.php/2015/09/15/1033-revision-v1/', 0, 'revision', '', 0),
(1038, 1, '2015-09-15 14:58:20', '2015-09-15 14:58:20', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3><span style=\"color: #173866;\">Countering Interpersonal Conflicts at the Workplace</span></h3>\r\n<strong>By: Desikamani G</strong>\r\n<strong> Head - Product Research and Development</strong>\r\n<strong> Email: mani@mentor.in</strong>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Today\'s IT workplace is becoming increasingly intolerant of performance deviations, and there is no dearth of triggers for conflicts. Desikamani G says that we have become habituated to living in a conflictfull environment</p>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Increasing number of men and women working in an IT environment are facing serious health challenges. We note with sadness the increasing relationship problems and burnout that IT employees are facing in their personal lives. The root cause of most illnesses today is the mind,  which gets fatigued and abused by a variety of factors. Overwork and lack of rest is a primary cause.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Mani-Article.pdf\" target=\"_blank\">Read More</a></p>\r\n[/spb_text_block] [/spb_column]', 'Knowledge Bank', '', 'inherit', 'open', 'open', '', '1033-revision-v1', '', '', '2015-09-15 14:58:20', '2015-09-15 14:58:20', '', 1033, 'http://www.mentor.in/index.php/2015/09/15/1033-revision-v1/', 0, 'revision', '', 0),
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(1040, 1, '2024-03-22 06:44:38', '2015-09-15 15:06:31', '', 'Offerings', '', 'publish', 'open', 'closed', '', 'offerings', '', '', '2024-03-22 06:44:38', '2024-03-22 06:44:38', '', 0, 'http://www.mentor.in/?p=1040', 8, 'nav_menu_item', '', 0),
(1041, 1, '2015-09-15 16:45:10', '2015-09-15 16:45:10', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span></p>\r\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\r\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\r\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\r\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\r\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\r\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\r\n</ol>\r\nFurther discussions in January 2005 resulted in the following conclusions.\r\n<ol>\r\n	<li style=\"text-align: justify;\">The roll out of the project proposed to start February 2005, and aimed to close by July 2005. Objective of the project was to create and execute a program which would improve business communication skills, both written &amp; verbal, of this group of employees. The program laid special emphasis on creating an understanding of American culture and language usage and one key output was reduction in customer dissatisfaction due to communication related errors.</li>\r\n	<li style=\"text-align: justify;\">The program was first delivered to the Managers, to ensure their buyin and further coaching of their team membersfor skill development. Accordingly a phase wise deliverables plan was drawn up and implemented.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/case_on_business_communication.pdf\" target=\"_blank\">Read more</a></li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'publish', 'open', 'open', '', 'cases', '', '', '2015-09-23 14:33:19', '2015-09-23 14:33:19', '', 0, 'http://www.mentor.in/?page_id=1041', 0, 'page', '', 0),
(1042, 1, '2015-09-15 15:11:38', '2015-09-15 15:11:38', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leader Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Advisory / Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Standard Programs', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 15:11:38', '2015-09-15 15:11:38', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0);
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(1043, 1, '2024-03-22 06:44:38', '2015-09-15 15:17:27', '', 'LMS', '', 'publish', 'open', 'closed', '', 'lms', '', '', '2024-03-22 06:44:38', '2024-03-22 06:44:38', '', 0, 'http://www.mentor.in/?p=1043', 21, 'nav_menu_item', '', 0),
(1044, 1, '2015-09-15 16:00:53', '2015-09-15 16:00:53', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Standard Programs', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:00:53', '2015-09-15 16:00:53', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1045, 1, '2015-09-15 16:03:34', '2015-09-15 16:03:34', '[spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"2/3\" el_position=\"first\"]\r\n<h2 style=\"text-align: justify;\">Ajay Alex, Head - Marketing &amp; Business Development</h2>\r\n<p style=\"text-align: justify;\">Ajay, has nearly two decades of experience in business operations, marketing, sales &amp; training across FMCG, Telecom, Financial Services &amp; Retail sectors.</p>\r\n<p style=\"text-align: justify;\">He has had the opportunity to work with category defining brands like Airtel, MTS, Motorola, Shoppers Stop, CavinKare to name a few. With first-hand experience in mentoring his peers, he has held leadership roles in planning, strategy and resource optimization for his employers.</p>\r\n<p style=\"text-align: justify;\">A business leader who has led large cross functional teams from ground zero to market leadership, his teams have won awards for creating &amp; implementing innovative practices.</p>\r\n<p style=\"text-align: justify;\">A firm believer in continuous learning, he is a facilitator at heart, which made him quit a regular job and join Mentor. He has delivered learning programs in India, USA and other countries.</p>\r\n<p style=\"text-align: justify;\">After donning various hats at Mentor, Ajay now focuses on acquiring and managing world-class clients, helping create a pan-global footprint for Mentor.</p>\r\n<p style=\"text-align: justify;\">Based in Bangalore, married to Smitha, an urban planner, their sons Aman &amp; Akhil complete the square.</p>\r\n<p style=\"text-align: justify;\">Ajay reads almost about anything, is a music buff, never tires himself of being a wanderer, loves to drive, wants to live an environment friendly organic life and believes, “<em>If It Is To Be, It Is Up To Me</em>”</p>\r\n<p style=\"text-align: justify;\"><strong><img class=\"alignleft size-full wp-image-205\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/opened4.png\" alt=\"opened4\" width=\"16\" height=\"16\" />  ajay@mentor.in</strong></p>\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"last\"]\r\n\r\n&nbsp;\r\n\r\n<img class=\"alignleft size-full wp-image-430\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/ajay.jpg\" alt=\"ajay\" width=\"300\" height=\"300\" />\r\n\r\n[/spb_text_block] [divider type=\"standard\" text=\"Go to top\" full_width=\"no\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/4\" el_position=\"first\"]\r\n<h4 style=\"text-align: center;\">Mani</h4>\r\n<a href=\"http://www.mentor.in/index.php/desikamani-g/\"><img class=\"aligncenter wp-image-422 size-thumbnail\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/desi1-150x150.jpg\" alt=\"desi\" width=\"150\" height=\"150\" /></a>\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/4\"]\r\n<h4 style=\"text-align: center;\">Shankar</h4>\r\n<a href=\"http://www.mentor.in/index.php/shankar//\"><img class=\"aligncenter size-thumbnail wp-image-237\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/shankar.jpg\" alt=\"subbu\" width=\"150\" height=\"150\" /></a>\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/4\" el_position=\"last\"]\r\n<h4 style=\"text-align: center;\">Subbu</h4>\r\n<a href=\"http://www.mentor.in/index.php/subramanian-seshadri/\"><img class=\"aligncenter wp-image-433 size-thumbnail\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/subbu1-150x150.jpg\" alt=\"subbu\" width=\"150\" height=\"150\" /></a>\r\n\r\n[/spb_text_block] [/spb_row]', 'Ajay Alex', '', 'inherit', 'open', 'open', '', '431-revision-v1', '', '', '2015-09-15 16:03:34', '2015-09-15 16:03:34', '', 431, 'http://www.mentor.in/index.php/2015/09/15/431-revision-v1/', 0, 'revision', '', 0),
(1046, 1, '2015-09-15 16:32:57', '2015-09-15 16:32:57', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:32:57', '2015-09-15 16:32:57', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1047, 1, '2015-09-15 16:45:10', '2015-09-15 16:45:10', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span>\r\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\r\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\r\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\r\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\r\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\r\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column]', 'Cases', '', 'inherit', 'open', 'open', '', '1041-revision-v1', '', '', '2015-09-15 16:45:10', '2015-09-15 16:45:10', '', 1041, 'http://www.mentor.in/index.php/2015/09/15/1041-revision-v1/', 0, 'revision', '', 0),
(1048, 1, '2015-09-15 16:47:02', '2015-09-15 16:47:02', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"3/4\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:47:02', '2015-09-15 16:47:02', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1049, 1, '2015-09-15 16:47:30', '2015-09-15 16:47:30', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:47:30', '2015-09-15 16:47:30', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1050, 1, '2015-09-15 16:48:48', '2015-09-15 16:48:48', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column] [spb_column width=\"1/1\" el_position=\"first last\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Performance Enhancement Projects\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"928\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Consulting Services\" width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:48:48', '2015-09-15 16:48:48', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1051, 1, '2015-09-15 16:49:26', '2015-09-15 16:49:26', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft wp-image-825 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/std-program1.jpg\" alt=\"std program\" width=\"1170\" height=\"150\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 16:49:26', '2015-09-15 16:49:26', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1052, 1, '2015-09-15 16:51:32', '2015-09-15 16:51:32', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! At Mentor we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last][sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button][/one_fourth_last]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:51:32', '2015-09-15 16:51:32', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1053, 1, '2015-09-15 16:51:57', '2015-09-15 16:51:57', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! At Mentor we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last][sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button][/one_fourth_last]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:51:57', '2015-09-15 16:51:57', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1054, 1, '2015-09-15 16:55:21', '2015-09-15 16:55:21', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! [/three_fourth]</p>\r\n[one_fourth_last][sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button][/one_fourth_last]\r\n\r\nAt Mentor, we believe learning can be engineered to deliver measurable business results.\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:55:21', '2015-09-15 16:55:21', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1055, 1, '2015-09-15 16:56:14', '2015-09-15 16:56:14', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! [/three_fourth]</p>\r\n[one_fourth_last][/one_fourth_last]\r\n\r\nAt Mentor, we believe learning can be engineered to deliver measurable business results.[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:56:14', '2015-09-15 16:56:14', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0);
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(1056, 1, '2015-09-15 16:56:51', '2015-09-15 16:56:51', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! [/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\nAt Mentor, we believe learning can be engineered to deliver measurable business results.[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n\r\n<strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:56:51', '2015-09-15 16:56:51', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1057, 1, '2015-09-15 16:57:19', '2015-09-15 16:57:19', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens! [/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\nAt Mentor, we believe learning can be engineered to deliver measurable business results.\r\n\r\n[/one_fourth_last][sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n<strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:57:19', '2015-09-15 16:57:19', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1058, 1, '2015-09-15 16:58:31', '2015-09-15 16:58:31', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n\r\n<strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 16:58:31', '2015-09-15 16:58:31', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1059, 1, '2015-09-15 17:00:00', '2015-09-15 17:00:00', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 17:00:00', '2015-09-15 17:00:00', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1060, 1, '2015-09-15 17:00:16', '2015-09-15 17:00:16', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"></p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of deep research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; it’s leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employee &amp; his manager.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 17:00:16', '2015-09-15 17:00:16', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1061, 1, '2015-09-15 17:10:30', '2015-09-15 17:10:30', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of indepth research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; its leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employees &amp; their managers.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 17:10:30', '2015-09-15 17:10:30', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1062, 1, '2015-09-15 17:11:35', '2015-09-15 17:11:35', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Our Methodolgy[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"></p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of indepth research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; its leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employees &amp; their managers.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 17:11:35', '2015-09-15 17:11:35', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1063, 1, '2015-09-15 17:21:13', '2015-09-15 17:21:13', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-943\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/us-1024x131.jpg\" alt=\"us\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor Learning, founded 2004, is a Chennai-based Learning &amp; Development Solutions Firm offering a wide range of training solutions to clients both in India and across the Globe.</p>\r\n<p style=\"text-align: justify;\">Since inception, Mentor has been growing its wings offering value based continuous learning modules to corporates across various sectors. Today, Mentor boasts of over 120 happy clients. Over 100,000 learners have undergone our proprietary programs across various domains.</p>\r\n<p style=\"text-align: justify;\">Over the years, we have created a growing ecosystem of experts across learning design, content development &amp; service delivery that helps us deliver outstanding value for our clients.</p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Discover Human Transformation with Us.</span></strong></p>\r\n<p style=\"text-align: justify;\">Our team includes some of the finest learning professionals who have anchored leadership roles in blue-chip corporations. A combined experience of nearly 100 man years gives the management team a competitive advantage in understanding the growing dynamics of the Learning &amp; Development world.</p>\r\nWhat’s more? We have helped some of our clients look at L &amp; D as an investment that gives measurable results, rather than just a budget to spend, using our in-house model of Result Oriented Learning Engineering (R.O.L.E). To know more about R.O.L.E  <a href=\"http://www.mentor.in/index.php/role/\">click here.</a>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Value Propositions</span></strong></p>\r\nAt Mentor, we believe in having our skin in the game. Pureplay training solutions are passe. Organizations require an accountable, measurable &amp; a growth-focused partner.\r\n\r\nHere\'s what we believe makes Mentor tick:\r\n<ol>\r\n	<li>Helping clients align their learning with business outcomes. This means, it\'s more than just plain vanilla motivation. A skilled employee has a positive impact on business results.</li>\r\n	<li>Our content &amp; delivery models are designed using a Multi Stimuli Learning Experience &amp; ensures they measure efficacy of learning programs seamlessly with minimal efforts.</li>\r\n	<li>We transfer ownership for learning to the employee.</li>\r\n	<li>We guarantee tangible (RoLI), Return on Learning Investments. That means you get to see how your training budgets get spent actually, get invested.</li>\r\n	<li>Lastly, here\'s what we commit to our clients, \"give us your people, we\'ll transform your business.\"</li>\r\n</ol>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Our Differentiators</span></strong></p>\r\nSo what makes us stand away from the me-too run training services companies? Here are some reasons that actually makes us stand outside the crowd:\r\n<ol>\r\n	<li>Training is not Prayer. Learning can be engineered!</li>\r\n	<li>Learning is more biological than cognitive! It is complete when the learner is able to produce new behavior effortlessly.</li>\r\n	<li>A scientific &amp; engineered approach to learning brings tangible &amp; results-driven change.</li>\r\n	<li>Helping business leaders run the Learning division as a high RoI function and a catalyst in organizational change.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Us', '', 'inherit', 'open', 'open', '', '939-revision-v1', '', '', '2015-09-15 17:21:13', '2015-09-15 17:21:13', '', 939, 'http://www.mentor.in/index.php/2015/09/15/939-revision-v1/', 0, 'revision', '', 0),
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(1067, 1, '2015-09-15 17:54:54', '2015-09-15 17:54:54', '', 'learning framework', '', 'inherit', 'open', 'open', '', 'learning-framework', '', '', '2015-09-15 17:54:54', '2015-09-15 17:54:54', '', 0, 'http://www.mentor.in/wp-content/uploads/2015/09/learning-framework.jpg', 0, 'attachment', 'image/jpeg', 0),
(1068, 1, '2015-09-15 18:00:16', '2015-09-15 18:00:16', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-1066 size-large\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/best-selling-programs-1024x131.jpg\" alt=\"best selling programs\" width=\"1024\" height=\"131\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 18:00:16', '2015-09-15 18:00:16', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1069, 1, '2015-09-15 18:10:32', '2015-09-15 18:10:32', '[spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[rev_slider home1]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Welcome to Mentor Learning</span></h2>\r\nTwo words define our existence. Trust. Dependability. At the core of our existence, these define our work. A lot of how we operate in the people transformation space is all about “Trust” &amp; “Dependability”.\r\n\r\nWith over a decade of experience, Mentor today has transformed itself into a professional learning services firm with a clear vision, “give us your people, we’ll transform your business”, has over 120+ clients, impacted over 100,000+ learners globally in all leading languages.\r\n\r\nOur team comprises professionals from a wide professional background catering to various domains including conceiving exhaustive modules to delivering training on the floor to custom making L &amp; D requirements.\r\n\r\n[/spb_text_block] [spb_icon_box title=\"Best Sellers\" box_type=\"animated\" image=\"ss-usergroup\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/standard-programs/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\" el_position=\"first\"] [/spb_icon_box] [spb_icon_box title=\"Consulting\" box_type=\"animated\" image=\"ss-search\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/consulting/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\"] [/spb_icon_box] [spb_icon_box title=\"Custom Solutions\" box_type=\"animated\" image=\"fa-circle-o-notch\" color=\"icon-one\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\"] [/spb_icon_box] [spb_icon_box title=\"PE Programs\" box_type=\"animated\" image=\"fa-bank\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/performance-enhanced-programs/\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\" el_position=\"last\"] [/spb_icon_box] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [/spb_row] [spb_row wrap_type=\"content-width\" row_bg_color=\"#cccccc\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"30\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"first\"]\r\n\r\n[sf_count from=\"0\" to=\"120\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Happy Clients\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\"]\r\n\r\n[sf_count from=\"0\" to=\"100000\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Successful Learners\" prefix=\"\" suffix=\"+\" commas=\"true\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"last\"]\r\n\r\n[sf_count from=\"0\" to=\"50\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Professional Resources\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Leadership Team</span></h2>\r\n[/spb_text_block] [spb_single_image image=\"422\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/desikamani-g/\" link_target=\"_self\" caption=\"Mani\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"433\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/subramanian-seshadri/\" link_target=\"_self\" caption=\"Subbu\" width=\"1/4\"] [spb_single_image image=\"461\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/ajay-alex/\" link_target=\"_self\" caption=\"Ajay\" width=\"1/4\"] [spb_single_image image=\"812\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/shankar/\" link_target=\"_self\" caption=\"Shankar\" width=\"1/4\" el_position=\"last\"] [/spb_row]', 'Home', '', 'inherit', 'open', 'open', '', '8-revision-v1', '', '', '2015-09-15 18:10:32', '2015-09-15 18:10:32', '', 8, 'http://www.mentor.in/index.php/2015/09/15/8-revision-v1/', 0, 'revision', '', 0),
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alt=\"Intel-Inside-Logo\" width=\"150\" height=\"135\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-600\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/optimus_logo-150x83.gif\" alt=\"optimus_logo\" width=\"150\" height=\"83\" />[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-598\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/VirtusaLogo-JPG1.jpg\" alt=\"VirtusaLogo-JPG\" width=\"150\" height=\"56\" />[/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manufacturing\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter wp-image-691 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/clie-logo44.jpg\" alt=\"clie-logo44\" width=\"147\" height=\"96\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-696\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Hindalco-Industries-logo2-150x114.jpg\" alt=\"Hindalco-Industries-logo\" width=\"150\" height=\"114\" />\r\n[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-697\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ultra_tech_one-150x113.jpg\" alt=\"ultra_tech_one\" width=\"150\" height=\"113\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-601\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/optimus_logo-150x83.gif\" alt=\"optimus_logo\" width=\"150\" height=\"83\" />[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Media\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-621\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ht_logo.gif\" alt=\"ht_logo\" width=\"137\" height=\"20\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Real Estate\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-625\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/logo-noReg11.png\" alt=\"logo-noReg1\" width=\"150\" height=\"67\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Telecom\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-626\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/airtel-logo.png\" alt=\"airtel-logo\" width=\"150\" height=\"100\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-640\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/tata-communications-logo-nov-2012.jpg\" alt=\"tata-communications-logo-nov-2012\" width=\"150\" height=\"60\" />[/one_half_last]\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"2/3\" el_position=\"last\"] [/spb_column]', 'Clients', '', 'inherit', 'open', 'open', '', '12-revision-v1', '', '', '2015-09-15 18:22:19', '2015-09-15 18:22:19', '', 12, 'http://www.mentor.in/index.php/2015/09/15/12-revision-v1/', 0, 'revision', '', 0),
(1075, 1, '2015-09-15 18:24:09', '2015-09-15 18:24:09', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-961\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/standard-performance-1024x131.jpg\" alt=\"standard performance\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"2/3\" el_position=\"first\"] [spb_toggle title=\"Building &amp; Operationalizing a Mentoring System\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Building &amp; Operationalizing a Mentoring System to help manage attrition &amp; employee engagement.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Designing Education Programs &amp; Building Internal Delivery Capacity\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Designing Education Programs &amp; Building Internal Delivery Capacity to drive transformation agenda such as Business Excellence, TPM, TQM, ISO, etc</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Aligning Organizations to High Performance Culture\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Aligning Organizations to High Performance Culture - Measurement of Current Culture, Analysis of Data in comparison with High Performance Culture Benchmarks and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manage Performance Problems or Enable Achievement of Specific Business Objectives\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Manage Performance Problems or Enable Achievement of Specific Business Objectives – Sales Conversion, Quality, Productivity, Attrition, etc - through Design &amp; Delivery of Multi Stimuli Model Learning Interventions and creating measurable effectiveness</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Enhancing Employee Engagement\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Enhancing Employee Engagement – Measurement of Employee Engagement, Analysis of Data and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Cranking the Flywheel!\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Cranking the Flywheel! – Creating a culture of Innovation through a series of events, activities &amp; learning programs</span>.\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Performance Enhanced Programs', '', 'inherit', 'open', 'open', '', '780-revision-v1', '', '', '2015-09-15 18:24:09', '2015-09-15 18:24:09', '', 780, 'http://www.mentor.in/index.php/2015/09/15/780-revision-v1/', 0, 'revision', '', 0),
(1076, 1, '2015-09-15 18:29:22', '2015-09-15 18:29:22', '', 'INTEL', '', 'inherit', 'open', 'open', '', 'intel', '', '', '2015-09-15 18:29:22', '2015-09-15 18:29:22', '', 12, 'http://www.mentor.in/wp-content/uploads/2015/08/INTEL.png', 0, 'attachment', 'image/png', 0),
(1077, 1, '2015-09-15 18:30:55', '2015-09-15 18:30:55', '', 'OPTIMUS', '', 'inherit', 'open', 'open', '', 'optimus', '', '', '2015-09-15 18:30:55', '2015-09-15 18:30:55', '', 12, 'http://www.mentor.in/wp-content/uploads/2015/08/OPTIMUS.jpg', 0, 'attachment', 'image/jpeg', 0),
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open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-622\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/morgan250-150x150.jpg\" alt=\"morgan250-150x150\" width=\"150\" height=\"150\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-1071\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/RBS.jpg\" alt=\"RBS\" width=\"150\" height=\"150\" />[/one_half_last]\r\n\r\n[one_half]<img class=\" wp-image-577 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/deutschebank_logo.gif\" alt=\"deutschebank_logo\" width=\"150\" height=\"44\" />[/one_half]\r\n\r\n[one_half_last]<img class=\" wp-image-578 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/northerntrust.jpg\" alt=\"northerntrust\" width=\"150\" height=\"35\" />[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Consulting\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-648\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/pwclogo.gif\" alt=\"pwclogo\" width=\"94\" height=\"72\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Diversified\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-589\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/200px-Aditya_Birla_Group_logo.png\" alt=\"200px-Aditya_Birla_Group_logo\" width=\"200\" height=\"102\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"e - Commerce\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-726\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/SnapDeal-Logo-EPS-vector-image.png\" alt=\"SnapDeal-Logo-EPS-vector-image\" width=\"150\" height=\"100\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Engineering\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-663\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/GMR1-150x150.gif\" alt=\"GMR\" width=\"150\" height=\"150\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-1073\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/SIEMENS.jpg\" alt=\"SIEMENS\" width=\"150\" height=\"150\" />\r\n\r\n[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"FMCG\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\" size-thumbnail wp-image-590 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/itc_logo-150x112.jpg\" alt=\"itc_logo\" width=\"150\" height=\"112\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-650\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Cavinkare_logo-copy-150x135.jpg\" alt=\"Cavinkare_logo copy\" width=\"150\" height=\"135\" />[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"IT/ITeS\" open=\"false\" width=\"1/1\" 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size-thumbnail wp-image-668\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/fujitsu-logo.preview-150x93.jpg\" alt=\"fujitsu-logo.preview\" width=\"150\" height=\"93\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-594\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/Genpact-logo.jpg\" alt=\"genpact-logo\" />[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-599\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/hcl-logo-copy-150x61.jpg\" alt=\"hcl-logo copy\" width=\"150\" height=\"61\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-592\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/hp-logogog.png\" alt=\"2000px-HP_logo_2012.svg\" width=\"150\" height=\"150\" />[/one_half_last]\r\n\r\n[one_half]]<img class=\"aligncenter size-full wp-image-1076\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/INTEL.png\" alt=\"INTEL\" width=\"150\" height=\"99\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-1077\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/OPTIMUS.jpg\" alt=\"OPTIMUS\" width=\"150\" height=\"150\" />[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-598\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/VirtusaLogo-JPG1.jpg\" alt=\"VirtusaLogo-JPG\" width=\"150\" height=\"56\" />[/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manufacturing\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter wp-image-691 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/clie-logo44.jpg\" alt=\"clie-logo44\" width=\"147\" height=\"96\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-696\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Hindalco-Industries-logo2-150x114.jpg\" alt=\"Hindalco-Industries-logo\" width=\"150\" height=\"114\" />\r\n\r\n[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-697\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ultra_tech_one-150x113.jpg\" alt=\"ultra_tech_one\" width=\"150\" height=\"113\" />[/one_half]\r\n\r\n[one_half_last]\r\n[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Media\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-621\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ht_logo.gif\" alt=\"ht_logo\" width=\"137\" height=\"20\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Real Estate\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-625\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/logo-noReg11.png\" alt=\"logo-noReg1\" width=\"150\" height=\"67\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Telecom\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-626\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/airtel-logo.png\" alt=\"airtel-logo\" width=\"150\" height=\"100\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-640\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/tata-communications-logo-nov-2012.jpg\" alt=\"tata-communications-logo-nov-2012\" width=\"150\" height=\"60\" />[/one_half_last]\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"2/3\" el_position=\"last\"] [/spb_column]', 'Clients', '', 'inherit', 'open', 'open', '', '12-revision-v1', '', '', '2015-09-15 18:31:36', '2015-09-15 18:31:36', '', 12, 'http://www.mentor.in/index.php/2015/09/15/12-revision-v1/', 0, 'revision', '', 0),
(1079, 1, '2015-09-15 18:42:02', '2015-09-15 18:42:02', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1026\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/our-work-1024x131.jpg\" alt=\"our work\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Being a Professional Services Firm, offering specific services in the Learning &amp; Development arena, Mentor has centered its work around two key elements of the business world.</p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Trust. Dependability.</span></strong></p>\r\n<p style=\"text-align: justify;\">These represent the core of what we offer to our clients\' teams. Specifically, we help businesses manage change by:</p>\r\n1. Enhancing employee\'s behaviours &amp; skills\r\n2. Aligning organizational culture to meet changing objectives\r\n3. Enabling leadership &amp; enhancing managerial effectiveness\r\n4. Enhancing employability of individual contributors\r\n<p style=\"text-align: justify;\">We call these, Discovering Human Transformation.</p>\r\n<p style=\"text-align: justify;\">What more? Mentor even has a delivery model that helps clients measure the learning outcome vs. business impact.</p>\r\n<p style=\"text-align: justify;\">Call this skin in the game, or accountability. Helping clients transform both internally and externally is truly what we do.</p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'work', '', 'inherit', 'open', 'open', '', '131-revision-v1', '', '', '2015-09-15 18:42:02', '2015-09-15 18:42:02', '', 131, 'http://www.mentor.in/index.php/2015/09/15/131-revision-v1/', 0, 'revision', '', 0),
(1080, 1, '2015-09-15 18:44:38', '2015-09-15 18:44:38', '[spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[rev_slider home1]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Welcome to Mentor Learning</span></h2>\r\nTwo words define our existence. Trust. Dependability. At the core of our existence, these define our work. A lot of how we operate in the people transformation space is all about “Trust” &amp; “Dependability”.\r\n\r\nWith over a decade of experience, Mentor today has transformed itself into a professional learning services firm with a clear vision, “give us your people, we’ll transform your business”, has over 120+ clients, impacted over 100,000+ learners globally in all leading languages.\r\n\r\nOur team comprises professionals from a wide professional background catering to various domains including conceiving exhaustive modules to delivering training on the floor to custom making L &amp; D requirements.\r\n\r\n[/spb_text_block] [spb_icon_box title=\"Best Sellers\" box_type=\"animated\" image=\"ss-usergroup\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/standard-programs/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\" el_position=\"first\"] click the edit button to change this text. [/spb_icon_box] [spb_icon_box title=\"Consulting\" box_type=\"animated\" image=\"ss-search\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/consulting/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\"] click the edit button to change this text. [/spb_icon_box] [spb_icon_box title=\"Custom Solutions\" box_type=\"animated\" image=\"fa-circle-o-notch\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/custom-solutions/\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\"]\r\n\r\nclick the edit button to change this text.\r\n\r\n[/spb_icon_box] [spb_icon_box title=\"PE Programs\" box_type=\"animated\" image=\"fa-bank\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/performance-enhanced-programs/\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\" el_position=\"last\"] click the edit button to change this text. [/spb_icon_box] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [/spb_row] [spb_row wrap_type=\"content-width\" row_bg_color=\"#cccccc\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"30\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"first\"]\r\n\r\n[sf_count from=\"0\" to=\"120\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Happy Clients\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\"]\r\n\r\n[sf_count from=\"0\" to=\"100000\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Successful Learners\" prefix=\"\" suffix=\"+\" commas=\"true\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"last\"]\r\n\r\n[sf_count from=\"0\" to=\"50\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Professional Resources\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Leadership Team</span></h2>\r\n[/spb_text_block] [spb_single_image image=\"422\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/desikamani-g/\" link_target=\"_self\" caption=\"Mani\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"433\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/subramanian-seshadri/\" link_target=\"_self\" caption=\"Subbu\" width=\"1/4\"] [spb_single_image image=\"461\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/ajay-alex/\" link_target=\"_self\" caption=\"Ajay\" width=\"1/4\"] [spb_single_image image=\"812\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/shankar/\" link_target=\"_self\" caption=\"Shankar\" width=\"1/4\" el_position=\"last\"] [/spb_row]', 'Home', '', 'inherit', 'open', 'open', '', '8-revision-v1', '', '', '2015-09-15 18:44:38', '2015-09-15 18:44:38', '', 8, 'http://www.mentor.in/index.php/2015/09/15/8-revision-v1/', 0, 'revision', '', 0),
(1081, 1, '2015-09-15 18:46:06', '2015-09-15 18:46:06', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-1066 size-large\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/best-selling-programs-1024x131.jpg\" alt=\"best selling programs\" width=\"1024\" height=\"131\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Level Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Junior Management | Senior level Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 18:46:06', '2015-09-15 18:46:06', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0),
(1082, 1, '2015-09-15 18:49:07', '2015-09-15 18:49:07', '[fullwidth_text alt_background=\"none\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter wp-image-1066 size-large\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/best-selling-programs-1024x131.jpg\" alt=\"best selling programs\" width=\"1024\" height=\"131\" />\r\n\r\n[/fullwidth_text] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"921\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" caption=\"Behaviour Tranformation Programs\" width=\"1/2\" el_position=\"last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Best Selling Products</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Success @ Work Suite\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to run a structured | measurable L&amp;D Calendar on competency themes\r\n\r\n<b>Business Impact</b>\r\nPerceived Behaviour Change | enhanced engagement levels\r\n\r\n[/spb_toggle] [spb_toggle title=\"ProComm Gym\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nIndividual Contributors | Potential Front Line Mangers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nHave high virtual customer interactions | facing low CSAT &amp; poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | Execution Quality (errors | cycle times)\r\n\r\n[/spb_toggle] [spb_toggle title=\"First Time Manager’s School\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFront Line Managers | Potential Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of lead pipeline at Front Line Managers levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Building Performance Aligned Culture in Organizations\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nFor ALL\r\n\r\n<b>Why would Clients need it?</b>\r\nWant to transition from Legacy Culture\r\n\r\n<b>Business Impact</b>\r\nEngagement | Specific Performance Parameters\r\n\r\n[/spb_toggle] [spb_toggle title=\"Emerging &amp; Growing Leaders\' Program\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Management | Middle Management\r\n\r\n<b>Why would Clients need it?</b>\r\nExperiencing a dearth of leadership pipeline at Senior Management | Middle Management levels &amp; facing poor execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [spb_toggle title=\"Driving Execution Excellence / Manage Performance through Projects\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<b>Who is it for?</b>\r\nSenior Management | Middle Management | Front Line Managers | Junior Management\r\n\r\n<b>Why would Clients need it?</b>\r\nStruggling with scaling &amp; establishing systematic accountable execution\r\n\r\n<b>Business Impact</b>\r\nCSAT | NPS | Productivity | Attrition | Retention | Engagement\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Best Sellers', '', 'inherit', 'open', 'open', '', '823-revision-v1', '', '', '2015-09-15 18:49:07', '2015-09-15 18:49:07', '', 823, 'http://www.mentor.in/index.php/2015/09/15/823-revision-v1/', 0, 'revision', '', 0);
INSERT INTO `mentorposts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(1083, 1, '2015-09-15 18:51:22', '2015-09-15 18:51:22', '[spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[rev_slider home1]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Welcome to Mentor Learning</span></h2>\r\nTwo words define our existence. Trust. Dependability. At the core of our existence, these define our work. A lot of how we operate in the people transformation space is all about “Trust” &amp; “Dependability”.\r\n\r\nWith over a decade of experience, Mentor today has transformed itself into a professional learning services firm with a clear vision, “give us your people, we’ll transform your business”, has over 120+ clients, impacted over 100,000+ learners globally in all leading languages.\r\n\r\nOur team comprises professionals from a wide professional background catering to various domains including conceiving exhaustive modules to delivering training on the floor to custom making L &amp; D requirements.\r\n\r\n[/spb_text_block] [spb_icon_box title=\"Best Sellers\" box_type=\"animated\" image=\"ss-usergroup\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/standard-programs/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\" el_position=\"first\"] [/spb_icon_box] [spb_icon_box title=\"Consulting\" box_type=\"animated\" image=\"ss-search\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/consulting/\" target=\"_self\" animation=\"fade-in\" animation_delay=\"0\" width=\"1/4\"] [/spb_icon_box] [spb_icon_box title=\"Custom Solutions\" box_type=\"animated\" image=\"fa-circle-o-notch\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/custom-solutions/\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\"] [/spb_icon_box] [spb_icon_box title=\"PE Programs\" box_type=\"animated\" image=\"fa-bank\" color=\"icon-one\" link=\"http://www.mentor.in/index.php/performance-enhanced-programs/\" target=\"_self\" animation=\"flip\" animation_delay=\"0\" width=\"1/4\" el_position=\"last\"] [/spb_icon_box] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [/spb_row] [spb_row wrap_type=\"content-width\" row_bg_color=\"#cccccc\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"30\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"first\"]\r\n\r\n[sf_count from=\"0\" to=\"120\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Happy Clients\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\"]\r\n\r\n[sf_count from=\"0\" to=\"100000\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Successful Learners\" prefix=\"\" suffix=\"+\" commas=\"true\"]\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/3\" el_position=\"last\"]\r\n\r\n[sf_count from=\"0\" to=\"50\" speed=\"1000\" refresh=\"\" textstyle=\"h3\" subject=\"Professional Resources\" prefix=\"\" suffix=\"+\" commas=\"false\"]\r\n\r\n[/spb_text_block] [/spb_row] [spb_row wrap_type=\"content-width\" parallax_type=\"color\" bg_type=\"cover\" parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" row_padding_vertical=\"0\" row_margin_vertical=\"0\" remove_element_spacing=\"no\" row_el_class=\"mt0 mb0 bt0 bb0\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Leadership Team</span></h2>\r\n[/spb_text_block] [spb_single_image image=\"422\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/desikamani-g/\" link_target=\"_self\" caption=\"Mani\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"433\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/subramanian-seshadri/\" link_target=\"_self\" caption=\"Subbu\" width=\"1/4\"] [spb_single_image image=\"461\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/ajay-alex/\" link_target=\"_self\" caption=\"Ajay\" width=\"1/4\"] [spb_single_image image=\"812\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"yes\" lightbox=\"no\" image_link=\"http://www.mentor.in/index.php/shankar/\" link_target=\"_self\" caption=\"Shankar\" width=\"1/4\" el_position=\"last\"] [/spb_row]', 'Home', '', 'inherit', 'open', 'open', '', '8-revision-v1', '', '', '2015-09-15 18:51:22', '2015-09-15 18:51:22', '', 8, 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(1084, 1, '2015-09-15 18:54:21', '2015-09-15 18:54:21', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-767\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/contact.jpg\" alt=\"contact\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_column width=\"1/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3 class=\"textfont_read\"><strong>Mentor Learning Services Pvt Ltd.</strong></h3>\r\nNo 9,18th Street,\r\nTansi Nagar Extension,\r\nVelachery, Chennai 600042\r\nTamilnadu, India.\r\n\r\n<img class=\"alignleft wp-image-206 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/smartphone86.png\" alt=\"smartphone86\" width=\"16\" height=\"16\" />+91 9008310567\r\n\r\n<img class=\"alignleft wp-image-206 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/smartphone86.png\" alt=\"smartphone86\" width=\"16\" height=\"16\" />+91 9500028611\r\n\r\n<img class=\"alignleft wp-image-204 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/paper6.png\" alt=\"paper6\" width=\"16\" height=\"16\" />+91 4442334202\r\n\r\n<img class=\"alignleft wp-image-205 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/opened4.png\" alt=\"opened4\" width=\"16\" height=\"16\" /><strong><a title=\"\" href=\"mailto:info@mentor.in\">info@mentor.in</a></strong>\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[contact-form-7 id=\"865\" title=\"Contact form 1\"]\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [spb_gmaps title=\"Our Location\" address=\"No 9,18th Street, Tansi Nagar Extension, Velachery, Chennai 600042\" size=\"300\" type=\"roadmap\" zoom=\"14\" saturation=\"color\" pin_image=\"209\" fullscreen=\"no\" width=\"1/1\" el_position=\"first last\"] [/spb_column]', 'Contact Us', '', 'inherit', 'open', 'open', '', '20-revision-v1', '', '', '2015-09-15 18:54:21', '2015-09-15 18:54:21', '', 20, 'http://www.mentor.in/index.php/2015/09/15/20-revision-v1/', 0, 'revision', '', 0),
(1085, 1, '2015-09-15 18:54:53', '2015-09-15 18:54:53', '', 'consulting services', '', 'inherit', 'open', 'open', '', 'consulting-services', '', '', '2015-09-15 18:54:53', '2015-09-15 18:54:53', '', 774, 'http://www.mentor.in/wp-content/uploads/2015/09/consulting-services.png', 0, 'attachment', 'image/png', 0),
(1086, 1, '2015-09-15 18:55:09', '2015-09-15 18:55:09', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-936\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/consulting.jpg\" alt=\"consulting\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"1085\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" width=\"1/2\" el_position=\"last\"] [spb_toggle title=\"ProSus Diagnostics\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">ProSus Diagnostics - Using a 9-Dimension, 78 – Parameter Model to Assess organizational readiness for Profitability &amp; Sustainability and make recommendations for improvement in Process, Culture &amp; Capability.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Role Task Competency Analysis\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Role Task Competency Analysis – Building PMS aligned Job Descriptions with the complete involvement of managers and Creating a database usable for Hiring, Learning Need Analysis, Performance Reviews &amp; Role Clarity Conversations.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"iMentor Talent Alignment\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">iMentor Talent Alignment – Uses Psychometric Tools to help organizations assess &amp; align its people with the roles they perform in Attitude &amp; Behaviour Orientation dimensions.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Re-Engineering Learning &amp; Development Function\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Re-Engineering Learning &amp; Development Function – Mapping of Existing Process, Structure &amp; Practices in L&amp;D, Analysis in comparison with Global Bench Marks &amp; Recommendations for changes in Process, Structure &amp; Practices</span>\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Consulting', '', 'inherit', 'open', 'open', '', '774-revision-v1', '', '', '2015-09-15 18:55:09', '2015-09-15 18:55:09', '', 774, 'http://www.mentor.in/index.php/2015/09/15/774-revision-v1/', 0, 'revision', '', 0),
(1087, 1, '2015-09-15 19:23:06', '2015-09-15 19:23:06', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-961\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/standard-performance-1024x131.jpg\" alt=\"standard performance\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" width=\"1/2\" el_position=\"last\"] [spb_toggle title=\"Building &amp; Operationalizing a Mentoring System\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Building &amp; Operationalizing a Mentoring System to help manage attrition &amp; employee engagement.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Designing Education Programs &amp; Building Internal Delivery Capacity\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Designing Education Programs &amp; Building Internal Delivery Capacity to drive transformation agenda such as Business Excellence, TPM, TQM, ISO, etc</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Aligning Organizations to High Performance Culture\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Aligning Organizations to High Performance Culture - Measurement of Current Culture, Analysis of Data in comparison with High Performance Culture Benchmarks and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manage Performance Problems or Enable Achievement of Specific Business Objectives\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Manage Performance Problems or Enable Achievement of Specific Business Objectives – Sales Conversion, Quality, Productivity, Attrition, etc - through Design &amp; Delivery of Multi Stimuli Model Learning Interventions and creating measurable effectiveness</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Enhancing Employee Engagement\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Enhancing Employee Engagement – Measurement of Employee Engagement, Analysis of Data and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Cranking the Flywheel!\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Cranking the Flywheel! – Creating a culture of Innovation through a series of events, activities &amp; learning programs</span>.\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Performance Enhanced Programs', '', 'inherit', 'open', 'open', '', '780-revision-v1', '', '', '2015-09-15 19:23:06', '2015-09-15 19:23:06', '', 780, 'http://www.mentor.in/index.php/2015/09/15/780-revision-v1/', 0, 'revision', '', 0),
(1088, 1, '2015-09-15 19:24:05', '2015-09-15 19:24:05', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_toggle title=\"Partner with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_toggle] [spb_toggle title=\"Work with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:24:05', '2015-09-15 19:24:05', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
(1089, 1, '2015-09-15 19:24:37', '2015-09-15 19:24:37', '', 'performance', '', 'inherit', 'open', 'open', '', 'performance', '', '', '2015-09-15 19:24:37', '2015-09-15 19:24:37', '', 780, 'http://www.mentor.in/wp-content/uploads/2015/09/performance.jpg', 0, 'attachment', 'image/jpeg', 0),
(1090, 1, '2015-09-15 19:24:46', '2015-09-15 19:24:46', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1089\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/performance-1024x131.jpg\" alt=\"performance\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"2/3\" el_position=\"first\"] [blank_spacer height=\"30px\" width=\"1/4\" el_position=\"first\"] [spb_single_image image=\"927\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" width=\"1/2\" el_position=\"last\"] [spb_toggle title=\"Building &amp; Operationalizing a Mentoring System\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Building &amp; Operationalizing a Mentoring System to help manage attrition &amp; employee engagement.</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Designing Education Programs &amp; Building Internal Delivery Capacity\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Designing Education Programs &amp; Building Internal Delivery Capacity to drive transformation agenda such as Business Excellence, TPM, TQM, ISO, etc</span>\r\n\r\n[/spb_toggle] [spb_toggle title=\"Aligning Organizations to High Performance Culture\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Aligning Organizations to High Performance Culture - Measurement of Current Culture, Analysis of Data in comparison with High Performance Culture Benchmarks and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manage Performance Problems or Enable Achievement of Specific Business Objectives\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Manage Performance Problems or Enable Achievement of Specific Business Objectives – Sales Conversion, Quality, Productivity, Attrition, etc - through Design &amp; Delivery of Multi Stimuli Model Learning Interventions and creating measurable effectiveness</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Enhancing Employee Engagement\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Enhancing Employee Engagement – Measurement of Employee Engagement, Analysis of Data and Recommendations for Interventions required</span>.\r\n\r\n[/spb_toggle] [spb_toggle title=\"Cranking the Flywheel!\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<span style=\"font-weight: 400;\">Cranking the Flywheel! – Creating a culture of Innovation through a series of events, activities &amp; learning programs</span>.\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-4\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Performance Enhanced Programs', '', 'inherit', 'open', 'open', '', '780-revision-v1', '', '', '2015-09-15 19:24:46', '2015-09-15 19:24:46', '', 780, 'http://www.mentor.in/index.php/2015/09/15/780-revision-v1/', 0, 'revision', '', 0),
(1091, 1, '2015-09-15 19:28:11', '2015-09-15 19:28:11', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Learning Framework[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of indepth research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; its leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employees &amp; their managers.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 19:28:11', '2015-09-15 19:28:11', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1092, 1, '2015-09-15 19:28:27', '2015-09-15 19:28:27', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/our-methodology/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Learning Framework[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"></p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of indepth research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; its leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employees &amp; their managers.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 19:28:27', '2015-09-15 19:28:27', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1093, 1, '2015-09-15 19:31:33', '2015-09-15 19:31:33', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><img class=\"aligncenter size-large wp-image-980\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/methodology-1024x131.jpg\" alt=\"methodology\" width=\"1024\" height=\"131\" /></h2>\r\n[/spb_text_block] [blank_spacer height=\"30px\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"934\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" width=\"1/3\" el_position=\"last\"] [spb_toggle title=\"Enchant - Sensitization &amp; Readiness to Learn\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Pre Course Work - Assignment</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Try &amp; Learn</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Leadership Engagement &amp; Inspiration</strong></span>[/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]Audio record live activity, analyse it &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Write an essay or answer questions in  a template[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Outbound experience and Debrief [/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Describe/log activity done and capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Watch a movie, listen to audio tape &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Visit a weblink/ read an article &amp; capture insights or complete a quiz[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Gather data analyse  &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Use tools to obtain perspectives from others, analyse &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e Book + Quiz + Feedback Report[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Email communication from leadership[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Context dialogue with supervisor[/tcol]\r\n\r\n[/trow][/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Enthral - Familiarization &amp; Skill Building\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Instructor led training in the class room</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Coaching @ work by managers or peers</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Self paced skill building</strong></span>[/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]Class room using various methodologies[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Performance review &amp; coaching with specific focus + reporting[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Tech + LAP + Review &amp; Coach[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Guided navigable document + Blooms level3 (BL3) quiz[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Live projects + reporting/ Presentation + coaching[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Guided navigable document + Reporting/presentation[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e-Learn + BL3 quiz as a Gate[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e simulations + BL3 quiz as a Gate[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Live projects + Reporting/presentation [/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Engage - Inducing &amp; Sustaining Trial\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n[trow]\r\n[tcol]<strong><span style=\"color: #173866;\">Self Driven Learning Application</span></strong>[/tcol]\r\n[tcol]<span style=\"color: #173866;\"><strong>Manager Driven Learning Application</strong></span>[/tcol]\r\n[/trow]\r\n[/table]\r\n\r\n[table type=\"standard_bordered\"]\r\n[trow]\r\n[tcol]Learning application project[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Live projects + Reporting/ Presentation + Coaching[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Webinars[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Ezines + BL3 Quiz as a Gate[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Text messages reinforcing skill models &amp; application in a small byte + BL3 Quiz [/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Learner review sessions - Class rooms[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Perfomance reviews &amp; coaching with specific focus + reporting[/tcol]\r\n[/trow]\r\n[/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Ensure – Measurement of Efficacy\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[thcol]Level-1[/thcol]\r\n\r\n[thcol]Level-2[/thcol]\r\n\r\n[thcol]Level-3[/thcol]\r\n\r\n[thcol]Level-4[/thcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]<strong>Learner Reaction</strong>[/tcol]\r\n\r\n[tcol]<strong>Skill &amp; Belief Change</strong>[/tcol]\r\n\r\n[tcol]<strong>Behaviour Change at Work</strong>[/tcol]\r\n\r\n[tcol]<strong>Impact on Business Outcomes</strong>[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Smiley Sheet, Likert Scale[/tcol]\r\n\r\n[tcol]Skill Indexing using Blooms Level 3 (BL3) Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Behaviour Perception Survey with Managers, Peers, Reportees, Other Stake Holders with visibility to performance[/tcol]\r\n\r\n[tcol]Specific Perception Surveys for Estimation of business impact from Learners &amp; Managers[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Qualitative Feedback &amp; Action Plan[/tcol]\r\n\r\n[tcol]Belief Indexing using Likert Scale Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Belief Indexing using Likert Scale Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Control Group Study of Business Impact Trained Vs Non Trained samples[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Anecdotal feedback facilitated verbally[/tcol]\r\n\r\n[tcol]LAP Grading[/tcol]\r\n\r\n[tcol]Depth Interviews with sample of managers[/tcol]\r\n\r\n[tcol]Real time performance tracking on identified parameters overall level – assuming a critical mass improves[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Trainer Assessment of ClassParticipation[/tcol]\r\n\r\n[tcol]Simulations or Role Plays &amp; Evaluation of behaviour frequencies[/tcol]\r\n\r\n[tcol]Anecdotal references by learners &amp; managers[/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol][/tcol]\r\n\r\n[tcol]Case study – Analysis + BL3 Quiz[/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[/spb_toggle] [/spb_column]', 'Learning Framework', '', 'inherit', 'open', 'open', '', '143-revision-v1', '', '', '2015-09-15 19:31:33', '2015-09-15 19:31:33', '', 143, 'http://www.mentor.in/index.php/2015/09/15/143-revision-v1/', 0, 'revision', '', 0),
(1094, 1, '2015-09-15 19:32:45', '2015-09-15 19:32:45', '', 'learning framework', '', 'inherit', 'open', 'open', '', 'learning-framework-3', '', '', '2015-09-15 19:32:45', '2015-09-15 19:32:45', '', 143, 'http://www.mentor.in/wp-content/uploads/2015/09/learning-framework1.jpg', 0, 'attachment', 'image/jpeg', 0),
(1095, 1, '2015-09-15 19:32:58', '2015-09-15 19:32:58', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1094\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/learning-framework1-1024x131.jpg\" alt=\"learning framework\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [blank_spacer height=\"30px\" width=\"1/3\" el_position=\"first\"] [spb_single_image image=\"934\" image_size=\"full\" frame=\"noframe\" intro_animation=\"none\" full_width=\"no\" lightbox=\"yes\" link_target=\"_self\" width=\"1/3\" el_position=\"last\"] [spb_toggle title=\"Enchant - Sensitization &amp; Readiness to Learn\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Pre Course Work - Assignment</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Try &amp; Learn</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Leadership Engagement &amp; Inspiration</strong></span>[/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]Audio record live activity, analyse it &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Write an essay or answer questions in  a template[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Outbound experience and Debrief [/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Describe/log activity done and capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Watch a movie, listen to audio tape &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Visit a weblink/ read an article &amp; capture insights or complete a quiz[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Gather data analyse  &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Use tools to obtain perspectives from others, analyse &amp; capture insights[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e Book + Quiz + Feedback Report[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Email communication from leadership[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Context dialogue with supervisor[/tcol]\r\n\r\n[/trow][/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Enthral - Familiarization &amp; Skill Building\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Instructor led training in the class room</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Coaching @ work by managers or peers</strong></span>[/tcol]\r\n\r\n[tcol]<span style=\"color: #173866;\"><strong>Self paced skill building</strong></span>[/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[tcol]Class room using various methodologies[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Performance review &amp; coaching with specific focus + reporting[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Tech + LAP + Review &amp; Coach[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Guided navigable document + Blooms level3 (BL3) quiz[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Live projects + reporting/ Presentation + coaching[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Guided navigable document + Reporting/presentation[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e-Learn + BL3 quiz as a Gate[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]e simulations + BL3 quiz as a Gate[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Live projects + Reporting/presentation [/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Engage - Inducing &amp; Sustaining Trial\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n[trow]\r\n[tcol]<strong><span style=\"color: #173866;\">Self Driven Learning Application</span></strong>[/tcol]\r\n[tcol]<span style=\"color: #173866;\"><strong>Manager Driven Learning Application</strong></span>[/tcol]\r\n[/trow]\r\n[/table]\r\n\r\n[table type=\"standard_bordered\"]\r\n[trow]\r\n[tcol]Learning application project[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Live projects + Reporting/ Presentation + Coaching[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Webinars[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Ezines + BL3 Quiz as a Gate[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Text messages reinforcing skill models &amp; application in a small byte + BL3 Quiz [/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Learner review sessions - Class rooms[/tcol]\r\n[/trow]\r\n[trow]\r\n[tcol]Perfomance reviews &amp; coaching with specific focus + reporting[/tcol]\r\n[/trow]\r\n[/table]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Ensure – Measurement of Efficacy\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[table type=\"standard_bordered\"]\r\n\r\n[trow]\r\n\r\n[thcol]Level-1[/thcol]\r\n\r\n[thcol]Level-2[/thcol]\r\n\r\n[thcol]Level-3[/thcol]\r\n\r\n[thcol]Level-4[/thcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]<strong>Learner Reaction</strong>[/tcol]\r\n\r\n[tcol]<strong>Skill &amp; Belief Change</strong>[/tcol]\r\n\r\n[tcol]<strong>Behaviour Change at Work</strong>[/tcol]\r\n\r\n[tcol]<strong>Impact on Business Outcomes</strong>[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Smiley Sheet, Likert Scale[/tcol]\r\n\r\n[tcol]Skill Indexing using Blooms Level 3 (BL3) Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Behaviour Perception Survey with Managers, Peers, Reportees, Other Stake Holders with visibility to performance[/tcol]\r\n\r\n[tcol]Specific Perception Surveys for Estimation of business impact from Learners &amp; Managers[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Qualitative Feedback &amp; Action Plan[/tcol]\r\n\r\n[tcol]Belief Indexing using Likert Scale Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Belief Indexing using Likert Scale Instruments online Pre &amp; Post Skill Building[/tcol]\r\n\r\n[tcol]Control Group Study of Business Impact Trained Vs Non Trained samples[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Anecdotal feedback facilitated verbally[/tcol]\r\n\r\n[tcol]LAP Grading[/tcol]\r\n\r\n[tcol]Depth Interviews with sample of managers[/tcol]\r\n\r\n[tcol]Real time performance tracking on identified parameters overall level – assuming a critical mass improves[/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol]Trainer Assessment of ClassParticipation[/tcol]\r\n\r\n[tcol]Simulations or Role Plays &amp; Evaluation of behaviour frequencies[/tcol]\r\n\r\n[tcol]Anecdotal references by learners &amp; managers[/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[/trow]\r\n\r\n[trow]\r\n\r\n[tcol][/tcol]\r\n\r\n[tcol]Case study – Analysis + BL3 Quiz[/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[tcol][/tcol]\r\n\r\n[/trow]\r\n\r\n[/table]\r\n\r\n[/spb_toggle] [/spb_column]', 'Learning Framework', '', 'inherit', 'open', 'open', '', '143-revision-v1', '', '', '2015-09-15 19:32:58', '2015-09-15 19:32:58', '', 143, 'http://www.mentor.in/index.php/2015/09/15/143-revision-v1/', 0, 'revision', '', 0);
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(1096, 1, '2015-09-15 19:33:24', '2015-09-15 19:33:24', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</div>\r\n<div>\r\n<div style=\"text-align: justify;\">\r\n\r\nAs a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win – win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!\r\n\r\n</div>\r\n<div style=\"text-align: justify;\">At Mentor, we are always looking for co-creating a learner-centric ecosystem. We are always looking for passionate people who have skills to help our learners “<strong>discover the human transformation</strong>” within.</div>\r\n<div style=\"text-align: justify;\"></div>\r\n<div style=\"text-align: justify;\">Let us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.</div>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let’s explore a mutually benefiting engagement professionally.</p>\r\n\r\n</div>\r\n[/spb_text_block] [spb_toggle title=\"Partner with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_toggle] [spb_toggle title=\"Work with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:33:24', '2015-09-15 19:33:24', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
(1097, 1, '2015-09-15 19:33:37', '2015-09-15 19:33:37', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-701\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/role_banner1-1024x131.jpg\" alt=\"role_banner\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">[three_fourth]Training has been rendered to a position akin to prayer in organizations – do it and hope something happens!</p>\r\n<p style=\"text-align: justify;\">At Mentor, we believe learning can be engineered to deliver measurable business results.[/three_fourth]</p>\r\n[one_fourth_last]\r\n\r\n[sf_button colour=\"accent\" type=\"stroke-to-fill\" size=\"standard\" link=\"http://www.mentor.in/index.php/learning-framework-2/\" target=\"_self\" icon=\"\" dropshadow=\"no\" extraclass=\"\"]Learning Framework[/sf_button]\r\n\r\n[/one_fourth_last]\r\n<p style=\"text-align: justify;\"></p>\r\n<p style=\"text-align: justify;\"><strong><span style=\"color: #173866;\">Result Oriented Learning Engineering</span></strong> (R.O.L.E) is a patented, proprietary approach to Learning in Organizations that brings a fresh perspective. R.O.L.E is a process that has evolved over 13 years of indepth research, live experiments &amp; refinement by Mentor Learning and continues to surprise us with its potential for higher efficacy &amp; outcomes through learning.</p>\r\n<p style=\"text-align: justify;\">R.O.L.E is inspired by some of the truly path-breaking thought leaders like Donald Kirkpatrick, Maria Montessori, Robert Gagne &amp; Benjamin Bloom, not just by their seminal works, but through a creative interpretation &amp; application of their work to the benefit of individuals and organizations. R.O.L.E draws from multiple disciplines of study such as Neuroscience, Behavioural Economics, Engineering Process, Psychology &amp; Design to blend the insights into a seamlessly implementable learning design process.</p>\r\n<p style=\"text-align: justify;\">With the Business Objectives, Strategy &amp; Processes – the key variables of business leadership – not easily alterable, the only thing left to influence for the leader is people behaviour. R.O.L.E is a definite recipe for delivering this destiny!</p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Discover Human Transformation.</strong></span></p>\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>How does R.O.L.E help businesses &amp; its leaders?</strong></span></p>\r\n<p style=\"text-align: justify;\">When learning is articulated as “Behaviours” that if displayed consistently can produce the desired business outcomes, it eventually delivers effectiveness for organizations.</p>\r\n<p style=\"text-align: justify;\">Adults display ‘Desired Behaviours’ not when they are convincingly told the what, why &amp; how; they are far more comfortable doing so when they are habituated to skill models that deliver these behaviours.</p>\r\n<p style=\"text-align: justify;\">Employees try &amp; habituate to behaviours when we work on their conviction or belief in trial specifically through multiple stimuli learning environments.</p>\r\n<p style=\"text-align: justify;\">Business problems can be solved when Learning is aligned to business outcomes, Effectiveness of Learning is measured gradually &amp; Ownership for learning is transferred to the employees &amp; their managers.</p>\r\n<p style=\"text-align: justify;\">Learning yields probably the highest return on investment, if done effectively through R.O.L.E</p>\r\n<p style=\"text-align: justify;\">Talk to us today and let’s see how R.O.L.E can help transform your business!</p>\r\n[/spb_text_block] [/spb_column]', 'ROLE', '', 'inherit', 'open', 'open', '', '167-revision-v1', '', '', '2015-09-15 19:33:37', '2015-09-15 19:33:37', '', 167, 'http://www.mentor.in/index.php/2015/09/15/167-revision-v1/', 0, 'revision', '', 0),
(1098, 1, '2015-09-15 19:47:03', '2015-09-15 19:47:03', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nMentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!\r\n\r\nAs a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win – win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!\r\n\r\nAt Mentor, we are always looking for co-creating a learner-centric ecosystem. We are always looking for passionate people who have skills to help our learners “discover the human transformation” within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nInterested?\r\n\r\nLet’s explore a mutually benefiting engagement professionally.\r\n\r\n[/spb_text_block] [spb_toggle title=\"Partner with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_toggle] [spb_toggle title=\"Work with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:47:03', '2015-09-15 19:47:03', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
(1099, 1, '2015-09-15 19:51:49', '2015-09-15 19:51:49', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nMentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!\r\n\r\nAs a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win – win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!\r\n\r\nAt Mentor, we are always looking for co-creating a learner-centric ecosystem. We are always looking for passionate people who have skills to help our learners “discover the human transformation” within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nInterested?\r\n\r\nLet’s explore a mutually benefiting engagement professionally.\r\n\r\n[/spb_text_block] [spb_toggle title=\"Partner with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_toggle] [spb_toggle title=\"Work with us\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [spb_tabs width=\"1/1\" el_position=\"first last\"] [spb_tab title=\"Partner with Us\" id=\"Partner with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_text_block] [/spb_tab] [spb_tab title=\"Work with Us\" id=\"Work with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_text_block] [/spb_tab] [/spb_tabs] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:51:49', '2015-09-15 19:51:49', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
(1100, 1, '2015-09-15 19:54:48', '2015-09-15 19:54:48', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nMentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!\r\n\r\nAs a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win – win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!\r\n\r\nAt Mentor, we are always looking for co-creating a learner-centric ecosystem. We are always looking for passionate people who have skills to help our learners “discover the human transformation” within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nInterested?\r\n\r\nLet’s explore a mutually benefiting engagement professionally.\r\n\r\n[/spb_text_block] [spb_tabs width=\"1/1\" el_position=\"first last\"] [spb_tab title=\"Partner with Us\" id=\"Partner with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_text_block] [/spb_tab] [spb_tab title=\"Work with Us\" id=\"Work with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Mentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!</p>\r\n<p style=\"text-align: justify;\">As a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win - win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!</p>\r\n<p style=\"text-align: justify;\">Interested?</p>\r\n<p style=\"text-align: justify;\">Let\'s explore a mutually benefiting engagement professionally.</p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_text_block] [/spb_tab] [/spb_tabs] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:54:48', '2015-09-15 19:54:48', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
(1101, 1, '2015-09-15 19:57:36', '2015-09-15 19:57:36', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-763\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/careers.jpg\" alt=\"careers\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_row parallax_video_height=\"video-height\" parallax_video_overlay=\"none\" parallax_image_height=\"content-height\" parallax_image_movement=\"fixed\" parallax_image_speed=\"0.5\" row_overlay_opacity=\"0\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nMentor survives and grows with human capital. Our people are like family, we take pride in each other!. Our learning services philosophy plays an important role in how our team enhances capability – continuous learning &amp; development and an environment that enables practice of new behaviours!\r\n\r\nAs a quasi-entrepreneurship place of work, our people are encouraged to take accountability for their results and get compensated on a win – win basis. Our people have a large canvas to experiment, learn and impact results, this has given tremendous benefit to all of us and this is something which is going to be a critical part of our future!\r\n\r\nAt Mentor, we are always looking for co-creating a learner-centric ecosystem. We are always looking for passionate people who have skills to help our learners “discover the human transformation” within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nInterested?\r\n\r\nLet’s explore a mutually benefiting engagement professionally.\r\n\r\n[/spb_text_block] [spb_tabs width=\"1/1\" el_position=\"first last\"] [spb_tab title=\"Partner with Us\" id=\"Partner with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<div style=\"text-align: justify;\">\r\n\r\nPartners are part of our extended family. At Mentor, we are always loking for co-creating a learner-centric ecosystem. We are always looking for professionals who are passionate about people who have skills to help our learners \"<strong>discover the human transformation</strong>\" within.\r\n\r\nLet us know how we can explore opportunities together, what skills do you possess that may interest us? Do you blog? Are you active on any social platforms? Share with us your links, your work and anything more that you may want us to look up before we respond to you.\r\n\r\nWrite to us at <strong>careers@mentor.in</strong>\r\n\r\n</div>\r\n[/spb_text_block] [/spb_tab] [spb_tab title=\"Work with Us\" id=\"Work with Us\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"></p>\r\n[one_half][contact-form-7 id=\"885\" title=\"Resume\"][/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_text_block] [/spb_tab] [/spb_tabs] [spb_toggle title=\"Current Openings\" open=\"false\" width=\"3/4\" el_position=\"first last\"]\r\n\r\n<span style=\"color: #173866;\"><strong>Marketing / Marketing Communication</strong></span>\r\n<ol>\r\n	<li>Manage the website, upgrades and developments.</li>\r\n	<li>Manage SEO &amp; SMM and ensure upward movement of page ranking on key words.</li>\r\n	<li>Manage &amp; Update all collateral, stationery etc.</li>\r\n	<li>Plan, Budget SEO &amp; SMM campaigns with a clear focus on results .</li>\r\n	<li>Set up and manage Lead Generation Activities.</li>\r\n	<li>Identify speaking opportunities for Mentor on relevant forums .</li>\r\n	<li>Monitor the Sales Funnel and identify gaps in marketing / sales effort, take corrective action to improve the hit / conversion percentage.</li>\r\n	<li>Design and deploy newsletters to clients / partners / internal on a regular basis.</li>\r\n	<li>Manage the blog page and ensure adequate and regular feed. Popularise the blogs.</li>\r\n	<li>Engage with clients / partners for insights &amp; testimonials.</li>\r\n	<li>Develop case studies on clients / programs.</li>\r\n	<li>Design &amp; Manage participant engagement activities.</li>\r\n	<li>Ensure optimum use of marketing budget vs results / impact (effectiveness parameters).</li>\r\n	<li>Design, Develop &amp; Disseminate Client / Program closure reports.</li>\r\n	<li>Analyse &amp;Report Hits, Position of website, SMM etc. Plan for increasing the position.</li>\r\n	<li>Identify opportunities for Evangelisation of “Mentor / Learning Engineering”, measure impact in terms of contacts / business.</li>\r\n</ol>\r\n<strong>1 to 4 years ofabove experience, MBA</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Pre Sales</strong></span>\r\n<ol>\r\n	<li>Identify opportunities for alliances / partnerships that can increase market reach</li>\r\n	<li>Sign up &amp; Manage Business Partners</li>\r\n	<li>Respond to enquiries received from Website, SMM etc.</li>\r\n	<li>Respond to generated leads</li>\r\n	<li>Put together proposals for the Business Development team / Partners</li>\r\n	<li>Map, analyse, report &amp; ensure new client acquisition as planned using SPANCO</li>\r\n	<li>Coordinate with the BD teamfor Business width and depth as planned</li>\r\n	<li>Client Research and feed into the BD team</li>\r\n	<li>Analyse &amp; report BD activity and plans</li>\r\n</ol>\r\n<strong>2 to 5 years of above experience</strong>\r\n\r\n<span style=\"color: #173866;\"><strong>Business Development Leaders</strong></span>\r\n<ol>\r\n	<li>Acquire &amp; Manage Clients / Business in a sector / geography as planned</li>\r\n	<li>Continuously engage with clients for new opportunities / larger share of business</li>\r\n	<li>Manage long gestation sales cycle through effective use of planning and campaign efficacy measurement tools like SPANCO etc.</li>\r\n	<li>Map client accounts for Decision Makers, Influencers, Coaches / Guides etc. and build effective relationships with them</li>\r\n	<li>Identify latent needs / opportunities with clients to ensure higher success rate</li>\r\n	<li>Work closely with Operations &amp; Design team to deliver seamless &amp; committed output to clients</li>\r\n	<li>Work with Marketing &amp; Pre-sales to research, run lead generation activities, identify campaigns, build proposals etc.</li>\r\n	<li>Ability to deal with functional heads, C level executives of large employee base firms across sectors (IT / ITeS, Retail, Telecom, Auto, FMCG, Aviation, Ecommerce etc.)</li>\r\n	<li>Ensure revenue realisation as planned post invoicing</li>\r\n	<li>Keep abreast of client / L&amp;D / competitor updates</li>\r\n</ol>\r\n<strong>10 to 15 years of above experience</strong> (especially in long gestation / consulting / conceptual assignments), preferably a post graduate, excellent English language skills (spoken &amp; written)\r\n\r\nLocation: Delhi, Mumbai, Chennai, Bangalore and Hyderabad\r\n\r\n&nbsp;\r\n\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<strong>Alternatively you can mail us at careers@mentor.in</strong>\r\n\r\n[/spb_text_block] [/spb_row]', 'Careers', '', 'inherit', 'open', 'open', '', '14-revision-v1', '', '', '2015-09-15 19:57:36', '2015-09-15 19:57:36', '', 14, 'http://www.mentor.in/index.php/2015/09/15/14-revision-v1/', 0, 'revision', '', 0),
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INSERT INTO `mentorposts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(1104, 1, '2015-09-15 20:07:01', '2015-09-15 20:07:01', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\r\n[/spb_toggle] [spb_toggle title=\"First, Break All the Rules: What the World\'s Greatest Managers Do Differently - Marcus Buckingham, Curt Coffman\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World\'s Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as \"treat people as you like to be treated\"; \"people are capable of almost anything\"; and \"a manager\'s role is diminishing in today\'s economy.\" \"Great managers are revolutionaries,\" the authors write. \"This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.\"</p>\r\n<p style=\"text-align: justify;\">The authors have culled their observations from more than 80,000 interviews conducted by Gallup during the past 25 years. Quoting leaders such as basketball coach Phil Jackson, Buckingham and Coffman outline \"four keys\" to becoming an excellent manager: Finding the right fit for employees, focusing on strengths of employees, defining the right results, and selecting staff for talent--not just knowledge and skills. First, Break All the Rules offers specific techniques for helping people perform better on the job. For instance, the authors show ways to structure a trial period for a new worker and how to create a pay plan that rewards people for their expertise instead of how fast they climb the company ladder. \"The point is to focus people toward performance,\" they write. \"The manager is, and should be, totally responsible for this.\" Written in plain English and well organized, this book tells you exactly how to improve as a supervisor. --<em>Dan Ring</em></p>\r\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 Learning and HR picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Delivering Results: A New Mandate for Human Resource Professionals - David Ulrich\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Delivering Results collects some of the best articles from the Harvard Business Review and creates a resource that addresses the need for HR to re-invent itself as a strategic player capable of generating organizational capabilities. With an introduction from Dave Ulrich, author of the bestselling Human Resource Champions, this collection examines the new skills, roles, and purpose that HR must cultivate if it is to add value. The goal of this timely Harvard Business Review book is to define a new era in management, one in which HR is no longer considered a bureaucratic department devoted to staffing, policy, and compensation, but is looked to as a partner in shaping and directing strategic outcomes.</p>\r\n<p style=\"text-align: justify;\">The contributions in provide an enlightening look at issues such as change, strategic unity, innovation, and intellectual capital, revealing how HR must take a leadership role in contributing to these initiatives. The articles are organized around four categories-Delivering Core Capabilities, Creating Strategic Clarity, Making Change Happen, and Creating Intellectual Capital-to help HR professionals answer questions such as: * How do we fight and win the war for talent? * How do we create value? * How do we profitably grow our business? * How do we facilitate both individual and organizational learning? For the work of HR to directly contribute to employee, customer, and shareholder value, it must guide the development of organizational capabilities that turn strategy into action. Delivering Results reveals the power of HR strategies to influence not just individual, but company performance, offering actionable strategies that yield results from the factory line to the boardroom.</p>\r\n[/spb_toggle] [spb_toggle title=\"The Human Capital Edge - Ira T. Kay Ph.D., Bruce N. Pfau\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">(21 People Management Practices Your Company Must Implement (Or Avoid) to Maximize Shareholder Value)\r\nGlobal human resources consulting firm Watson Wyatt has conducted a large body of research on 25 human capital management practices showing, for the first time, how these practices can raise or lower the stock price of a company and by how much. This research, cited in the Wall Street Journal, the New York Times, and Forbes, is the foundation of the Human Capital Edge, and brings a new level of financial measurement-based precision to the too-often fuzzy world of management books.</p>\r\n[/spb_toggle] [spb_toggle title=\"Info-line Guide to Training Evaluation (Info-Line Collection) (Paperback) American Society for Training and Development\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">You\'ll find everything you need to know about training evaluation, summed up into manageable morsels. Each issue in this collection focuses on a specific element involved with training evaluation, allowing you to build your skill level from a basic understanding of evaluation to an exact expectation. Starting with the fundamentals, you\'ll make your way through all the levels of evaluation, including return on investment, how to collect data, and conduct testing to achieve those all important learning results.</p>\r\n<p style=\"text-align: justify;\">This one-stop reference source covers - Essentials for Evaluation - Level 1 Evaluation: Reaction and Planned Action - Level 2 Evaluation: Learning - Level 3 Evaluation: Application - Level 4 Evaluation: Business Results - Level 5 Evaluation: Return-on-Investment - Evaluating Technical Training: A Functional Approach - How to collect Data - Testing for Learning Outcomes - Surveys from Start to Finish</p>\r\n[/spb_toggle] [spb_toggle title=\"The Adult Learner, Sixth Edition: The Definitive Classic in Adult Education and Human Resource Development (Paperback) - Ph.D., Malcolm S. Knowles, III, Ed.D., Elwood F. Holton, Ph.D., Richard A. Swanson.\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">This much acclaimed text has been fully updated to incorporate the latest advances in the field. As leading authorities on adult education and training, Elwood Holton and Dick Swanson have revised this edition building on the work of the late Malcolm Knolwes.</p>\r\n<p style=\"text-align: justify;\">Keeping to the practical format of the last edition, this book is divided into three parts. The first part contains the classic chapters that describe the roots and principles of andragogy, including a new chapter, which presents Knowles program planning model. The second part focuses on the advancements in adult learning with each chapter fully revised updated, incorporating a major expansion of Androgogy in Practice. The last part of the book will contain an updated selection of topical readings that advance the theory and will include the HRD style inventory developed by Dr. Knowles.</p>\r\n<p style=\"text-align: justify;\">This new edition is essential reading for adult learning practitioners and students and HRD professionals. It provides a theoretical framework for understanding the adult learning issues both in the teaching and workplace environments.. It incorporates Knowles\' classic theories on adult learning alongside the latest advances in the field. Essential reading for a wide audience of practitioners and students in the field of adult learning and human resource development.</p>\r\n[/spb_toggle] [spb_toggle title=\"Evaluating Training Programs: The Four Levels (3rd Edition) (Hardcover) by Donald L. Kirkpatrick, James D. Kirkpatrick\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The \"Kirkpatrick Model\" for evaluating training programs is the most widely used approach in the corporate, government, and academic worlds. First developed in 1959, it focuses on four key areas: reaction, learning, behavior, and results. Evaluating Training Programs provides a comprehensive guide to Kirkpatrick’s four-level model, along with detailed case studies that show how the approach is used successfully in a wide range of programs and institutions. The third edition revises and updates existing material and includes new strategies for managing change effectively.</p>\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Recommended Reading', '', 'publish', 'open', 'open', '', 'recommended-reading', '', '', '2015-09-15 20:59:29', '2015-09-15 20:59:29', '', 0, 'http://www.mentor.in/?page_id=1104', 0, 'page', '', 0),
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src=\"http://www.mentor.in/wp-content/uploads/2015/08/deloitte-logo-copy.jpg\" alt=\"deloitte-logo copy\" width=\"150\" height=\"51\" />[/one_half]\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Consulting\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-648\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/pwclogo.gif\" alt=\"pwclogo\" width=\"94\" height=\"72\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Diversified\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-589\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/200px-Aditya_Birla_Group_logo.png\" alt=\"200px-Aditya_Birla_Group_logo\" width=\"200\" height=\"102\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"e - Commerce\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-726\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/SnapDeal-Logo-EPS-vector-image.png\" alt=\"SnapDeal-Logo-EPS-vector-image\" width=\"150\" height=\"100\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Engineering\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-663\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/GMR1-150x150.gif\" alt=\"GMR\" width=\"150\" height=\"150\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-1073\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/SIEMENS.jpg\" alt=\"SIEMENS\" width=\"150\" height=\"150\" />\r\n\r\n[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"FMCG\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\" size-thumbnail wp-image-590 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/itc_logo-150x112.jpg\" alt=\"itc_logo\" width=\"150\" height=\"112\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-650\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Cavinkare_logo-copy-150x135.jpg\" alt=\"Cavinkare_logo copy\" width=\"150\" height=\"135\" />[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"IT/ITeS\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\" size-full wp-image-595 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/logo-accenture.png\" alt=\"logo-accenture\" width=\"144\" height=\"60\" />[/one_half]\r\n\r\n[one_half_last]<img class=\" size-thumbnail wp-image-609 aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/amazon_logo_large1-150x51.png\" alt=\"amazon_logo_large\" width=\"150\" height=\"51\" />[/one_half_last]\r\n\r\n[one_half] <img class=\" wp-image-645 size-thumbnail aligncenter\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/1413356055Cognizant-logo-copy2-150x47.jpg\" alt=\"1413356055Cognizant-logo copy\" width=\"150\" height=\"47\" />\r\n\r\n[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-591\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/500px-Cisco_logo.svg_.png\" alt=\"500px-Cisco_logo.svg\" />\r\n\r\n[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-668\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/fujitsu-logo.preview-150x93.jpg\" alt=\"fujitsu-logo.preview\" width=\"150\" height=\"93\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-594\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/Genpact-logo.jpg\" alt=\"genpact-logo\" />[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-599\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/hcl-logo-copy-150x61.jpg\" alt=\"hcl-logo copy\" width=\"150\" height=\"61\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-592\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/hp-logogog.png\" alt=\"2000px-HP_logo_2012.svg\" width=\"150\" height=\"150\" />[/one_half_last]\r\n\r\n[one_half]]<img class=\"aligncenter size-full wp-image-1076\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/INTEL.png\" alt=\"INTEL\" width=\"150\" height=\"99\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-1077\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/OPTIMUS.jpg\" alt=\"OPTIMUS\" width=\"150\" height=\"150\" />[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-598\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/VirtusaLogo-JPG1.jpg\" alt=\"VirtusaLogo-JPG\" width=\"150\" height=\"56\" />[/one_half]\r\n\r\n[one_half_last][/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Manufacturing\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter wp-image-691 size-full\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/clie-logo44.jpg\" alt=\"clie-logo44\" width=\"147\" height=\"96\" />[/one_half]\r\n\r\n[one_half_last]<img class=\"aligncenter size-thumbnail wp-image-696\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Hindalco-Industries-logo2-150x114.jpg\" alt=\"Hindalco-Industries-logo\" width=\"150\" height=\"114\" />\r\n\r\n[/one_half_last]\r\n\r\n[one_half]<img class=\"aligncenter size-thumbnail wp-image-697\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ultra_tech_one-150x113.jpg\" alt=\"ultra_tech_one\" width=\"150\" height=\"113\" />[/one_half]\r\n\r\n[one_half_last]\r\n<img class=\"aligncenter size-full wp-image-1102\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/Cumi_logo.jpg\" alt=\"Cumi_logo\" width=\"150\" height=\"150\" />\r\n[/one_half_last]\r\n\r\n[/spb_toggle] [spb_toggle title=\"Media\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-621\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/ht_logo.gif\" alt=\"ht_logo\" width=\"137\" height=\"20\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Real Estate\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-625\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/logo-noReg11.png\" alt=\"logo-noReg1\" width=\"150\" height=\"67\" />\r\n\r\n[/spb_toggle] [spb_toggle title=\"Telecom\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n[one_half]<img class=\"aligncenter size-full wp-image-626\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/airtel-logo.png\" alt=\"airtel-logo\" width=\"150\" height=\"100\" />[/one_half]\r\n[one_half_last]<img class=\"aligncenter size-full wp-image-640\" src=\"http://www.mentor.in/wp-content/uploads/2015/08/tata-communications-logo-nov-2012.jpg\" alt=\"tata-communications-logo-nov-2012\" width=\"150\" height=\"60\" />[/one_half_last]\r\n\r\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-3\" width=\"2/3\" el_position=\"last\"] [/spb_column]', 'Clients', '', 'inherit', 'open', 'open', '', '12-revision-v1', '', '', '2015-09-15 20:04:48', '2015-09-15 20:04:48', '', 12, 'http://www.mentor.in/index.php/2015/09/15/12-revision-v1/', 0, 'revision', '', 0),
(1106, 1, '2015-09-15 20:07:01', '2015-09-15 20:07:01', '', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:07:01', '2015-09-15 20:07:01', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1107, 1, '2015-09-15 20:58:47', '2015-09-15 20:58:47', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\n\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\n\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\n[/spb_toggle] [spb_toggle title=\"First, Break All the Rules: What the World\'s Greatest Managers Do Differently - Marcus Buckingham, Curt Coffman\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World\'s Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as \"treat people as you like to be treated\"; \"people are capable of almost anything\"; and \"a manager\'s role is diminishing in today\'s economy.\" \"Great managers are revolutionaries,\" the authors write. \"This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.\"</p>\n<p style=\"text-align: justify;\">The authors have culled their observations from more than 80,000 interviews conducted by Gallup during the past 25 years. Quoting leaders such as basketball coach Phil Jackson, Buckingham and Coffman outline \"four keys\" to becoming an excellent manager: Finding the right fit for employees, focusing on strengths of employees, defining the right results, and selecting staff for talent--not just knowledge and skills. First, Break All the Rules offers specific techniques for helping people perform better on the job. For instance, the authors show ways to structure a trial period for a new worker and how to create a pay plan that rewards people for their expertise instead of how fast they climb the company ladder. \"The point is to focus people toward performance,\" they write. \"The manager is, and should be, totally responsible for this.\" Written in plain English and well organized, this book tells you exactly how to improve as a supervisor. --<em>Dan Ring</em></p>\n[/spb_toggle] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\n<h2><span style=\"color: #f5811e;\">Our Top 5 Learning and HR picks</span></h2>\n[/spb_text_block] [spb_toggle title=\"Delivering Results: A New Mandate for Human Resource Professionals - David Ulrich\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">Delivering Results collects some of the best articles from the Harvard Business Review and creates a resource that addresses the need for HR to re-invent itself as a strategic player capable of generating organizational capabilities. With an introduction from Dave Ulrich, author of the bestselling Human Resource Champions, this collection examines the new skills, roles, and purpose that HR must cultivate if it is to add value. The goal of this timely Harvard Business Review book is to define a new era in management, one in which HR is no longer considered a bureaucratic department devoted to staffing, policy, and compensation, but is looked to as a partner in shaping and directing strategic outcomes.</p>\n<p style=\"text-align: justify;\">The contributions in provide an enlightening look at issues such as change, strategic unity, innovation, and intellectual capital, revealing how HR must take a leadership role in contributing to these initiatives. The articles are organized around four categories-Delivering Core Capabilities, Creating Strategic Clarity, Making Change Happen, and Creating Intellectual Capital-to help HR professionals answer questions such as: * How do we fight and win the war for talent? * How do we create value? * How do we profitably grow our business? * How do we facilitate both individual and organizational learning? For the work of HR to directly contribute to employee, customer, and shareholder value, it must guide the development of organizational capabilities that turn strategy into action. Delivering Results reveals the power of HR strategies to influence not just individual, but company performance, offering actionable strategies that yield results from the factory line to the boardroom.</p>\n[/spb_toggle] [spb_toggle title=\"The Human Capital Edge - Ira T. Kay Ph.D., Bruce N. Pfau\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">(21 People Management Practices Your Company Must Implement (Or Avoid) to Maximize Shareholder Value)\nGlobal human resources consulting firm Watson Wyatt has conducted a large body of research on 25 human capital management practices showing, for the first time, how these practices can raise or lower the stock price of a company and by how much. This research, cited in the Wall Street Journal, the New York Times, and Forbes, is the foundation of the Human Capital Edge, and brings a new level of financial measurement-based precision to the too-often fuzzy world of management books.</p>\n[/spb_toggle] [spb_toggle title=\"Info-line Guide to Training Evaluation (Info-Line Collection) (Paperback) American Society for Training and Development\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">You\'ll find everything you need to know about training evaluation, summed up into manageable morsels. Each issue in this collection focuses on a specific element involved with training evaluation, allowing you to build your skill level from a basic understanding of evaluation to an exact expectation. Starting with the fundamentals, you\'ll make your way through all the levels of evaluation, including return on investment, how to collect data, and conduct testing to achieve those all important learning results.</p>\n<p style=\"text-align: justify;\">This one-stop reference source covers - Essentials for Evaluation - Level 1 Evaluation: Reaction and Planned Action - Level 2 Evaluation: Learning - Level 3 Evaluation: Application - Level 4 Evaluation: Business Results - Level 5 Evaluation: Return-on-Investment - Evaluating Technical Training: A Functional Approach - How to collect Data - Testing for Learning Outcomes - Surveys from Start to Finish</p>\n[/spb_toggle] [spb_toggle title=\"The Adult Learner, Sixth Edition: The Definitive Classic in Adult Education and Human Resource Development (Paperback) - Ph.D., Malcolm S. Knowles, III, Ed.D., Elwood F. Holton, Ph.D., Richard A. Swanson.\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">This much acclaimed text has been fully updated to incorporate the latest advances in the field. As leading authorities on adult education and training, Elwood Holton and Dick Swanson have revised this edition building on the work of the late Malcolm Knolwes.</p>\n<p style=\"text-align: justify;\">Keeping to the practical format of the last edition, this book is divided into three parts. The first part contains the classic chapters that describe the roots and principles of andragogy, including a new chapter, which presents Knowles program planning model. The second part focuses on the advancements in adult learning with each chapter fully revised updated, incorporating a major expansion of Androgogy in Practice. The last part of the book will contain an updated selection of topical readings that advance the theory and will include the HRD style inventory developed by Dr. Knowles.</p>\n<p style=\"text-align: justify;\">This new edition is essential reading for adult learning practitioners and students and HRD professionals. It provides a theoretical framework for understanding the adult learning issues both in the teaching and workplace environments.. It incorporates Knowles\' classic theories on adult learning alongside the latest advances in the field. Essential reading for a wide audience of practitioners and students in the field of adult learning and human resource development.</p>\n[/spb_toggle] [spb_toggle title=\"Evaluating Training Programs: The Four Levels (3rd Edition) (Hardcover) by Donald L. Kirkpatrick, James D. Kirkpatrick\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\">The \"Kirkpatrick Model\" for evaluating training programs is the most widely used approach in the corporate, government, and academic worlds. First developed in 1959, it focuses on four key areas: reaction, learning, behavior, and results. Evaluating Training Programs provides a comprehensive guide to Kirkpatrick’s four-level model, along with detailed case studies that show how the approach is used successfully in a wide range of programs and institutions. The third edition revises and updates existing material and includes new strategies for managing change effectively.</p>\n[/spb_toggle] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [sidebar_widget sidebar_id=\"Sidebar\" width=\"1/1\" el_position=\"first last\"] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-autosave-v1', '', '', '2015-09-15 20:58:47', '2015-09-15 20:58:47', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-autosave-v1/', 0, 'revision', '', 0),
(1108, 1, '2021-03-03 02:16:22', '2021-03-03 02:16:22', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-full wp-image-1504\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/in-house.jpg\" alt=\"in house\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3><span style=\"color: #173866;\">Countering Interpersonal Conflicts at the Workplace</span></h3>\r\n<strong>By: Desikamani G</strong>\r\n<strong> Email: mani@mentor.in</strong>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Today\'s IT workplace is becoming increasingly intolerant of performance deviations, and there is no dearth of triggers for conflicts. Desikamani says that we have become habituated to living in a conflictfull environment</p>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Increasing number of men and women working in an IT environment are facing serious health challenges. We note with sadness the increasing relationship problems and burnout that IT employees are facing in their personal lives. The root cause of most illnesses today is the mind,  which gets fatigued and abused by a variety of factors. Overwork and lack of rest is a primary cause. <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Countering_interpersonal_conflicts_at_the_workplace.pdf\" target=\"_blank\" rel=\"noopener\">Read more</a></p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'In-House Papers', '', 'inherit', 'open', 'open', '', '1033-autosave-v1', '', '', '2021-03-03 02:16:22', '2021-03-03 02:16:22', '', 1033, 'http://www.mentor.in/index.php/2015/09/15/1033-autosave-v1/', 0, 'revision', '', 0),
(1109, 1, '2015-09-15 20:10:48', '2015-09-15 20:10:48', '', 'knowledge bank', '', 'inherit', 'open', 'open', '', 'knowledge-bank-2', '', '', '2015-09-15 20:10:48', '2015-09-15 20:10:48', '', 1033, 'http://www.mentor.in/wp-content/uploads/2015/09/knowledge-bank.jpg', 0, 'attachment', 'image/jpeg', 0),
(1110, 1, '2015-09-15 20:11:18', '2015-09-15 20:11:18', '', 'recommendedreading', '', 'inherit', 'open', 'open', '', 'recommendedreading', '', '', '2015-09-15 20:11:18', '2015-09-15 20:11:18', '', 1104, 'http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg', 0, 'attachment', 'image/jpeg', 0),
(1111, 1, '2015-09-15 20:11:21', '2015-09-15 20:11:21', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1109\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/knowledge-bank-1024x131.jpg\" alt=\"knowledge bank\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h3><span style=\"color: #173866;\">Countering Interpersonal Conflicts at the Workplace</span></h3>\r\n<strong>By: Desikamani G</strong>\r\n<strong> Head - Product Research and Development</strong>\r\n<strong> Email: mani@mentor.in</strong>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Today\'s IT workplace is becoming increasingly intolerant of performance deviations, and there is no dearth of triggers for conflicts. Desikamani G says that we have become habituated to living in a conflictfull environment</p>\r\n<p class=\"textfont_read\" style=\"text-align: justify;\">Increasing number of men and women working in an IT environment are facing serious health challenges. We note with sadness the increasing relationship problems and burnout that IT employees are facing in their personal lives. The root cause of most illnesses today is the mind,  which gets fatigued and abused by a variety of factors. Overwork and lack of rest is a primary cause.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Mani-Article.pdf\" target=\"_blank\">Read More</a></p>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Knowledge Bank', '', 'inherit', 'open', 'open', '', '1033-revision-v1', '', '', '2015-09-15 20:11:21', '2015-09-15 20:11:21', '', 1033, 'http://www.mentor.in/index.php/2015/09/15/1033-revision-v1/', 0, 'revision', '', 0),
(1112, 1, '2021-03-03 02:14:16', '0000-00-00 00:00:00', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\nThis is a text block. Click the edit button to change this text.\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'draft', 'open', 'open', '', '', '', '', '2021-03-03 02:14:16', '2021-03-03 02:14:16', '', 0, 'http://www.mentor.in/?page_id=1112', 0, 'page', '', 0);
INSERT INTO `mentorposts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(1113, 1, '2015-09-15 20:11:47', '2015-09-15 20:11:47', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"last\"]\r\n\r\nThis is a text block. Click the edit button to change this text.\r\n\r\n[/spb_text_block] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:11:47', '2015-09-15 20:11:47', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1114, 1, '2015-09-15 20:13:19', '2015-09-15 20:13:19', '', 'cases', '', 'inherit', 'open', 'open', '', 'cases-2', '', '', '2015-09-15 20:13:19', '2015-09-15 20:13:19', '', 1112, 'http://www.mentor.in/wp-content/uploads/2015/09/cases.jpg', 0, 'attachment', 'image/jpeg', 0),
(1115, 1, '2015-09-15 20:16:39', '2015-09-15 20:16:39', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:16:39', '2015-09-15 20:16:39', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1116, 1, '2015-09-23 14:30:25', '2015-09-23 14:30:25', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\n\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\n\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span></p>\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\n\n<ol>\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\n</ol>\nFurther discussions in January 2005 resulted in the following conclusions.\n<ol>\n	<li style=\"text-align: justify;\">The roll out of the project proposed to start February 2005, and aimed to close by July 2005. Objective of the project was to create and execute a program which would improve business communication skills, both written &amp; verbal, of this group of employees. The program laid special emphasis on creating an understanding of American culture and language usage and one key output was reduction in customer dissatisfaction due to communication related errors.</li>\n	<li style=\"text-align: justify;\">The program was first delivered to the Managers, to ensure their buyin and further coaching of their team membersfor skill development. Accordingly a phase wise deliverables plan was drawn up and implemented.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/case_on_business_communication.pdf\" target=\"_blank\">Read more</a></li>\n</ol>\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'inherit', 'open', 'open', '', '1041-autosave-v1', '', '', '2015-09-23 14:30:25', '2015-09-23 14:30:25', '', 1041, 'http://www.mentor.in/index.php/2015/09/15/1041-autosave-v1/', 0, 'revision', '', 0),
(1117, 1, '2015-09-15 20:19:09', '2015-09-15 20:19:09', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:19:09', '2015-09-15 20:19:09', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1118, 1, '2015-09-15 20:20:11', '2015-09-15 20:20:11', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span></p>\r\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\r\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\r\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\r\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\r\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\r\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\r\n</ol>\r\nFurther discussions in January 2005 resulted in the following conclusions.\r\n<ol>\r\n	<li style=\"text-align: justify;\">The roll out of the project proposed to start February 2005, and aimed to close by July 2005. Objective of the project was to create and execute a program which would improve business communication skills, both written &amp; verbal, of this group of employees. The program laid special emphasis on creating an understanding of American culture and language usage and one key output was reduction in customer dissatisfaction due to communication related errors.</li>\r\n	<li style=\"text-align: justify;\">The program was first delivered to the Managers, to ensure their buyin and further coaching of their team membersfor skill development. Accordingly a phase wise deliverables plan was drawn up and implemented.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'inherit', 'open', 'open', '', '1041-revision-v1', '', '', '2015-09-15 20:20:11', '2015-09-15 20:20:11', '', 1041, 'http://www.mentor.in/index.php/2015/09/15/1041-revision-v1/', 0, 'revision', '', 0),
(1119, 1, '2015-09-15 20:21:11', '2015-09-15 20:21:11', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:21:11', '2015-09-15 20:21:11', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
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(1122, 1, '2015-09-15 20:22:39', '2015-09-15 20:22:39', '', 'Case on Busines communication', '', 'inherit', 'open', 'open', '', 'case-on-busines-communication-3', '', '', '2015-09-15 20:22:39', '2015-09-15 20:22:39', '', 0, 'http://www.mentor.in/wp-content/uploads/2015/09/Case-on-Busines-communication2.pdf', 0, 'attachment', 'application/pdf', 0),
(1123, 1, '2015-09-15 20:22:48', '2015-09-15 20:22:48', '', 'Case on Busines communication', '', 'inherit', 'open', 'open', '', 'case-on-busines-communication-4', '', '', '2015-09-15 20:22:48', '2015-09-15 20:22:48', '', 0, 'http://www.mentor.in/wp-content/uploads/2015/09/Case-on-Busines-communication3.pdf', 0, 'attachment', 'application/pdf', 0),
(1124, 1, '2015-09-15 20:23:07', '2015-09-15 20:23:07', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:23:07', '2015-09-15 20:23:07', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1125, 1, '2015-09-15 20:23:33', '2015-09-15 20:23:33', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span></p>\r\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\r\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\r\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\r\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\r\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\r\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\r\n</ol>\r\nFurther discussions in January 2005 resulted in the following conclusions.\r\n<ol>\r\n	<li style=\"text-align: justify;\">The roll out of the project proposed to start February 2005, and aimed to close by July 2005. Objective of the project was to create and execute a program which would improve business communication skills, both written &amp; verbal, of this group of employees. The program laid special emphasis on creating an understanding of American culture and language usage and one key output was reduction in customer dissatisfaction due to communication related errors.</li>\r\n	<li style=\"text-align: justify;\">The program was first delivered to the Managers, to ensure their buyin and further coaching of their team membersfor skill development. Accordingly a phase wise deliverables plan was drawn up and implemented.<a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Case-on-Busines-communication3.pdf\" target=\"_blank\">Read more</a></li>\r\n</ol>\r\n<a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Case-on-Busines-communication3.pdf\" target=\"_blank\">Read more</a>\r\n\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'inherit', 'open', 'open', '', '1041-revision-v1', '', '', '2015-09-15 20:23:33', '2015-09-15 20:23:33', '', 1041, 'http://www.mentor.in/index.php/2015/09/15/1041-revision-v1/', 0, 'revision', '', 0),
(1126, 1, '2015-09-15 20:24:21', '2015-09-15 20:24:21', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"aligncenter size-large wp-image-1114\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/cases-1024x131.jpg\" alt=\"cases\" width=\"1024\" height=\"131\" />\r\n\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\"><span style=\"color: #173866;\"><strong>Case on Business Communication</strong></span></p>\r\n<p style=\"text-align: justify;\">A Project undertaken for a leading IT firm which aims to nurture business communication skill at junior and middle levels in its Offshore IT Infrastructure Support team contributing to improvement in  business delivery,  higher customer satisfaction, overall organizational  effectiveness and employee\'s  perception of personal growth.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">The IT Infra support team operated with a team of 60 engineers who provided customer support via mail (90%) &amp; phone to US based clients.</li>\r\n	<li style=\"text-align: justify;\">The team, in general, lacked awareness of and sensitivity to the client\'s cultural nuances and language usage.</li>\r\n	<li style=\"text-align: justify;\">There was an influence of mother tongue and Indian cultural contexts in the typical support engineer\'s English.</li>\r\n	<li style=\"text-align: justify;\">The above lead to miscommunication and had potential for serious offense being taken by customers.</li>\r\n	<li style=\"text-align: justify;\">There were incidents in the past which had led to serious customer dissatisfaction.</li>\r\n	<li style=\"text-align: justify;\">As an interim measure, a \'gatekeeper\' was appointed to screen all outgoing communication to ensure that was no \'potential dissatisfiers\'. This was indicative of the severe nature of the problem being faced.</li>\r\n</ol>\r\nFurther discussions in January 2005 resulted in the following conclusions.\r\n<ol>\r\n	<li style=\"text-align: justify;\">The roll out of the project proposed to start February 2005, and aimed to close by July 2005. Objective of the project was to create and execute a program which would improve business communication skills, both written &amp; verbal, of this group of employees. The program laid special emphasis on creating an understanding of American culture and language usage and one key output was reduction in customer dissatisfaction due to communication related errors.</li>\r\n	<li style=\"text-align: justify;\">The program was first delivered to the Managers, to ensure their buyin and further coaching of their team membersfor skill development. Accordingly a phase wise deliverables plan was drawn up and implemented.  <a href=\"http://www.mentor.in/wp-content/uploads/2015/09/Case-on-Busines-communication3.pdf\" target=\"_blank\">Read more</a></li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [/spb_column]', 'Cases', '', 'inherit', 'open', 'open', '', '1041-revision-v1', '', '', '2015-09-15 20:24:21', '2015-09-15 20:24:21', '', 1041, 'http://www.mentor.in/index.php/2015/09/15/1041-revision-v1/', 0, 'revision', '', 0),
(1127, 1, '2015-09-15 20:25:23', '2015-09-15 20:25:23', '[spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h1><img class=\"aligncenter size-full wp-image-1506\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/ld-trends.jpg\" alt=\"l&amp;d trends\" width=\"1170\" height=\"150\" /></h1>\r\n[/spb_text_block] [spb_column width=\"2/3\" el_position=\"first\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">This section will help you keep abreast of the latest trends and statistics on Learning across the globe.</p>\r\n<p style=\"text-align: justify;\">The focus in this update is on some interesting statistics on Web Based Training (WBT ) or e-Learning.Ongoing research by numerous organizations continues to support WBT (e-Learning) as a solid platform for learning.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">Is e-learning as effective as classroom learning? According to researchers at the Department of Defense\'s Advanced Distribute Learning Initiative (ADL) and the University of Tulsa it is. \"E-learning and classroom learning were found to be equally effective when the content and the learners were similar.\" (ASTD Training and Development Magazine, August 2005)</li>\r\n	<li style=\"text-align: justify;\">\"Evidence exists that e-Learning results in an equal or greater quality of learning over traditional instruction. The reason: e-Learning is more interactive, hence more learning is recalled\" (IOMA )</li>\r\n	<li style=\"text-align: justify;\">e-Learning, blended with instructor led coaching and practice sessions provides a learning experience superior to than either method can produce on their own. Learn content online and refine the skills in a facilitated session. Get better results for half the cost in half the time.</li>\r\n	<li style=\"text-align: justify;\">All indications now point to a growing and vibrant sector,\" says eMarketer analyst Ben Macklin. He forecasts that growth will be accelerated by the current generation\'s students who are familiar with Internet and video games, and who will readily embrace online learning.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column] [spb_column width=\"1/3\" el_position=\"last\"] [blank_spacer height=\"30px\" width=\"1/1\" el_position=\"first last\"] [blank_spacer height=\"30px\" width=\"1/6\" el_position=\"first\"] [sidebar_widget sidebar_id=\"sidebar-5\" width=\"3/4\" el_position=\"last\"] [/spb_column]', 'L & D Trends', '', 'publish', 'open', 'closed', '', 'l-d-trends', '', '', '2015-10-01 14:37:10', '2015-10-01 14:37:10', '', 0, 'http://www.mentor.in/?page_id=1127', 0, 'page', '', 0);
INSERT INTO `mentorposts` (`ID`, `post_author`, `post_date`, `post_date_gmt`, `post_content`, `post_title`, `post_excerpt`, `post_status`, `comment_status`, `ping_status`, `post_password`, `post_name`, `to_ping`, `pinged`, `post_modified`, `post_modified_gmt`, `post_content_filtered`, `post_parent`, `guid`, `menu_order`, `post_type`, `post_mime_type`, `comment_count`) VALUES
(1128, 1, '2015-09-15 20:25:21', '2015-09-15 20:25:21', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\r\n[/spb_toggle] [spb_toggle title=\"First, Break All the Rules: What the World\'s Greatest Managers Do Differently - Marcus Buckingham, Curt Coffman\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World\'s Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as \"treat people as you like to be treated\"; \"people are capable of almost anything\"; and \"a manager\'s role is diminishing in today\'s economy.\" \"Great managers are revolutionaries,\" the authors write. \"This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.\"</p>\r\n<p style=\"text-align: justify;\">The authors have culled their observations from more than 80,000 interviews conducted by Gallup during the past 25 years. Quoting leaders such as basketball coach Phil Jackson, Buckingham and Coffman outline \"four keys\" to becoming an excellent manager: Finding the right fit for employees, focusing on strengths of employees, defining the right results, and selecting staff for talent--not just knowledge and skills. First, Break All the Rules offers specific techniques for helping people perform better on the job. For instance, the authors show ways to structure a trial period for a new worker and how to create a pay plan that rewards people for their expertise instead of how fast they climb the company ladder. \"The point is to focus people toward performance,\" they write. \"The manager is, and should be, totally responsible for this.\" Written in plain English and well organized, this book tells you exactly how to improve as a supervisor. --<em>Dan Ring</em></p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:25:21', '2015-09-15 20:25:21', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1129, 1, '2015-09-15 20:25:23', '2015-09-15 20:25:23', '', 'Trends', '', 'inherit', 'open', 'open', '', '1127-revision-v1', '', '', '2015-09-15 20:25:23', '2015-09-15 20:25:23', '', 1127, 'http://www.mentor.in/index.php/2015/09/15/1127-revision-v1/', 0, 'revision', '', 0),
(1131, 1, '2015-09-15 20:28:25', '2015-09-15 20:28:25', '[spb_column width=\"3/4\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">This section will help you keep abreast of the latest trends and statistics on Learning across the globe.</p>\r\n<p style=\"text-align: justify;\">The focus in this update is on some interesting statistics on Web Based Training (WBT ) or e-Learning.Ongoing research by numerous organizations continues to support WBT (e-Learning) as a solid platform for learning.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">Is e-learning as effective as classroom learning? According to researchers at the Department of Defense\'s Advanced Distribute Learning Initiative (ADL) and the University of Tulsa it is. \"E-learning and classroom learning were found to be equally effective when the content and the learners were similar.\" (ASTD Training and Development Magazine, August 2005)</li>\r\n	<li style=\"text-align: justify;\">\"Evidence exists that e-Learning results in an equal or greater quality of learning over traditional instruction. The reason: e-Learning is more interactive, hence more learning is recalled\" (IOMA )</li>\r\n	<li style=\"text-align: justify;\">e-Learning, blended with instructor led coaching and practice sessions provides a learning experience superior to than either method can produce on their own. Learn content online and refine the skills in a facilitated session. Get better results for half the cost in half the time.</li>\r\n	<li style=\"text-align: justify;\">All indications now point to a growing and vibrant sector,\" says eMarketer analyst Ben Macklin. He forecasts that growth will be accelerated by the current generation\'s students who are familiar with Internet and video games, and who will readily embrace online learning.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column]', 'Trends', '', 'inherit', 'open', 'open', '', '1127-revision-v1', '', '', '2015-09-15 20:28:25', '2015-09-15 20:28:25', '', 1127, 'http://www.mentor.in/index.php/2015/09/15/1127-revision-v1/', 0, 'revision', '', 0),
(1132, 1, '2015-09-15 20:28:42', '2015-09-15 20:28:42', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\r\n[/spb_toggle] [spb_toggle title=\"First, Break All the Rules: What the World\'s Greatest Managers Do Differently - Marcus Buckingham, Curt Coffman\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World\'s Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as \"treat people as you like to be treated\"; \"people are capable of almost anything\"; and \"a manager\'s role is diminishing in today\'s economy.\" \"Great managers are revolutionaries,\" the authors write. \"This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.\"</p>\r\n<p style=\"text-align: justify;\">The authors have culled their observations from more than 80,000 interviews conducted by Gallup during the past 25 years. Quoting leaders such as basketball coach Phil Jackson, Buckingham and Coffman outline \"four keys\" to becoming an excellent manager: Finding the right fit for employees, focusing on strengths of employees, defining the right results, and selecting staff for talent--not just knowledge and skills. First, Break All the Rules offers specific techniques for helping people perform better on the job. For instance, the authors show ways to structure a trial period for a new worker and how to create a pay plan that rewards people for their expertise instead of how fast they climb the company ladder. \"The point is to focus people toward performance,\" they write. \"The manager is, and should be, totally responsible for this.\" Written in plain English and well organized, this book tells you exactly how to improve as a supervisor. --<em>Dan Ring</em></p>\r\n[/spb_toggle] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 Learning and HR picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Delivering Results: A New Mandate for Human Resource Professionals - David Ulrich\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Delivering Results collects some of the best articles from the Harvard Business Review and creates a resource that addresses the need for HR to re-invent itself as a strategic player capable of generating organizational capabilities. With an introduction from Dave Ulrich, author of the bestselling Human Resource Champions, this collection examines the new skills, roles, and purpose that HR must cultivate if it is to add value. The goal of this timely Harvard Business Review book is to define a new era in management, one in which HR is no longer considered a bureaucratic department devoted to staffing, policy, and compensation, but is looked to as a partner in shaping and directing strategic outcomes.</p>\r\n<p style=\"text-align: justify;\">The contributions in provide an enlightening look at issues such as change, strategic unity, innovation, and intellectual capital, revealing how HR must take a leadership role in contributing to these initiatives. The articles are organized around four categories-Delivering Core Capabilities, Creating Strategic Clarity, Making Change Happen, and Creating Intellectual Capital-to help HR professionals answer questions such as: * How do we fight and win the war for talent? * How do we create value? * How do we profitably grow our business? * How do we facilitate both individual and organizational learning? For the work of HR to directly contribute to employee, customer, and shareholder value, it must guide the development of organizational capabilities that turn strategy into action. Delivering Results reveals the power of HR strategies to influence not just individual, but company performance, offering actionable strategies that yield results from the factory line to the boardroom.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:28:42', '2015-09-15 20:28:42', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0),
(1133, 1, '2015-09-15 20:30:07', '2015-09-15 20:30:07', '[spb_column width=\"3/4\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h1><span style=\"color: #f5811e;\">Trends</span></h1>\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">This section will help you keep abreast of the latest trends and statistics on Learning across the globe.</p>\r\n<p style=\"text-align: justify;\">The focus in this update is on some interesting statistics on Web Based Training (WBT ) or e-Learning.Ongoing research by numerous organizations continues to support WBT (e-Learning) as a solid platform for learning.</p>\r\n\r\n<ol>\r\n	<li style=\"text-align: justify;\">Is e-learning as effective as classroom learning? According to researchers at the Department of Defense\'s Advanced Distribute Learning Initiative (ADL) and the University of Tulsa it is. \"E-learning and classroom learning were found to be equally effective when the content and the learners were similar.\" (ASTD Training and Development Magazine, August 2005)</li>\r\n	<li style=\"text-align: justify;\">\"Evidence exists that e-Learning results in an equal or greater quality of learning over traditional instruction. The reason: e-Learning is more interactive, hence more learning is recalled\" (IOMA )</li>\r\n	<li style=\"text-align: justify;\">e-Learning, blended with instructor led coaching and practice sessions provides a learning experience superior to than either method can produce on their own. Learn content online and refine the skills in a facilitated session. Get better results for half the cost in half the time.</li>\r\n	<li style=\"text-align: justify;\">All indications now point to a growing and vibrant sector,\" says eMarketer analyst Ben Macklin. He forecasts that growth will be accelerated by the current generation\'s students who are familiar with Internet and video games, and who will readily embrace online learning.</li>\r\n</ol>\r\n[/spb_text_block] [/spb_column]', 'Trends', '', 'inherit', 'open', 'open', '', '1127-revision-v1', '', '', '2015-09-15 20:30:07', '2015-09-15 20:30:07', '', 1127, 'http://www.mentor.in/index.php/2015/09/15/1127-revision-v1/', 0, 'revision', '', 0),
(1134, 1, '2015-09-15 20:30:59', '2015-09-15 20:30:59', '[spb_column width=\"1/1\" el_position=\"first last\"] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n\r\n<img class=\"alignleft size-full wp-image-1110\" src=\"http://www.mentor.in/wp-content/uploads/2015/09/recommendedreading.jpg\" alt=\"recommendedreading\" width=\"1170\" height=\"150\" />\r\n\r\n[/spb_text_block] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 General Management picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"The Tipping Point: How Little Things Can Make a Big Difference - Malcolm Gladwell\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">The best way to understand the dramatic transformation of unknown books into bestsellers, or the rise of teenage smoking, or the phenomena of word of mouth or any number of the other mysterious changes that mark everyday life,\" writes Malcolm Gladwell, \"is to think of them as epidemics. Ideas and products and messages and behaviors spread just like viruses do.\" Although anyone familiar with the theory of memetics will recognize this concept, Gladwell\'s <em>The Tipping Point</em> has quite a few interesting twists on the subject.</p>\r\n<p style=\"text-align: justify;\">For example, Paul Revere was able to galvanize the forces of resistance so effectively in part because he was what Gladwell calls a \"Connector\": he knew just about everybody, particularly the revolutionary leaders in each of the towns that he rode through. But Revere \"wasn\'t just the man with the biggest Rolodex in colonial Boston,\" he was also a \"Maven\" who gathered extensive information about the British. He knew what was going on and he knew exactly whom to tell. The phenomenon continues to this day--think of how often you\'ve received information in an e-mail message that had been forwarded at least half a dozen times before reaching you.</p>\r\n<p style=\"text-align: justify;\">Gladwell develops these and other concepts (such as the \"stickiness\" of ideas or the effect of population size on information dispersal) through simple, clear explanations and entertainingly illustrative anecdotes, such as comparing the pedagogical methods of <em>Sesame Street</em> and <em>Blue\'s Clues</em>, or explaining why it would be even easier to play Six Degrees of Kevin Bacon with the actor Rod Steiger. Although some readers may find the transitional passages between chapters hold their hands a little too tightly, and Gladwell\'s closing invocation of the possibilities of social engineering sketchy, even chilling, <em>The Tipping Point</em> is one of the most effective books on science for a general audience in ages. It seems inevitable that \"tipping point,\" like \"future shock\" or \"chaos theory,\" will soon become one of those ideas that everybody knows--or at least knows by name.</p>\r\n[/spb_toggle] [spb_toggle title=\"Good to Great: Why Some Companies Make the Leap... And Others Don\'t - Jim Collins\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Five years ago, Jim Collins asked the question, \"Can a good company become a great company and if so, how?\" In Good to Great Collins, the author of Built to Last, concludes that it is possible, but finds there are no silver bullets. Collins and his team of researchers began their quest by sorting through a list of 1,435 companies, looking for those that made substantial improvements in their performance over time. They finally settled on 11--including Fannie Mae, Gillette, Walgreens, and Wells Fargo--and discovered common traits that challenged many of the conventional notions of corporate success. Making the transition from good to great doesn\'t require a high-profile CEO, the latest technology, innovative change management, or even a fine-tuned business strategy. At the heart of those rare and truly great companies was a corporate culture that rigorously found and promoted disciplined people to think and act in a disciplined manner. Peppered with dozens of stories and examples from the great and not so great, the book offers a well-reasoned road map to excellence that any organization would do well to consider. Like Built to Last, Good to Great is one of those books that managers and CEOs will be reading and rereading for years to come.</p>\r\n[/spb_toggle] [spb_toggle title=\"Competing for the Future - Gary Hamel and C.K. Prahalad\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Winning in business today is not about being number one--it\'s about who \"gets to the future first,\" write management consultants Gary Hamel and C.K. Prahalad. In Competing for the Future, they urge companies to create their own futures, envision new markets, and reinvent themselves.</p>\r\n<p style=\"text-align: justify;\">Hamel and Prahalad caution that complacent managers who get too comfortable in doing things the way they\'ve always done will see their companies fall behind. For instance, the authors consider the battle between IBM and Apple in the 1970s. Entrenched as the leading mainframe-computer maker, IBM failed to see the potential market for personal computers. That left the door wide open for Apple, which envisioned a computer for every man, woman, and child. The authors write, \"At worst, laggards follow the path of greatest familiarity. Challengers, on the other hand, follow the path of greatest opportunity, wherever it leads.\" They argue that business leaders need to be more than \"maintenance engineers,\" worrying only about budget cutting, streamlining, re-engineering, and other old tactics. Definitely not for dilettantes, Competing for the Future is for managers who are serious getting their companies in front.</p>\r\n[/spb_toggle] [spb_toggle title=\"Freakonomics : A Rogue Economist Explores the Hidden Side of Everything - Steven D. Levitt\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Economics is not widely considered to be one of the sexier sciences. The annual Nobel Prize winner in that field never receives as much publicity as his or her compatriots in peace, literature, or physics. But if such slights are based on the notion that economics is dull, or that economists are concerned only with finance itself, Steven D. Levitt will change some minds. In Freakonomics (written with Stephen J. Dubner), Levitt argues that many apparent mysteries of everyday life don\'t need to be so mysterious: they could be illuminated and made even more fascinating by asking the right questions and drawing connections. For example, Levitt traces the drop in violent crime rates to a drop in violent criminals and, digging further, to the Roe v. Wade decision that preempted the existence of some people who would be born to poverty and hardship. Elsewhere, by analyzing data gathered from inner-city Chicago drug-dealing gangs, Levitt outlines a corporate structure much like McDonald\'s, where the top bosses make great money while scores of underlings make something below minimum wage. And in a section that may alarm or relieve worried parents, Levitt argues that parenting methods don\'t really matter much and that a backyard swimming pool is much more dangerous than a gun. These enlightening chapters are separated by effusive passages from Dubner\'s 2003 profile of Levitt in The New York Times Magazine, which led to the book being written. In a book filled with bold logic, such back-patting veers Freakonomics, however briefly, away from what Levitt actually has to say. Although maybe there\'s a good economic reason for that too, and we\'re just not getting it yet.</p>\r\n[/spb_toggle] [spb_toggle title=\"First, Break All the Rules: What the World\'s Greatest Managers Do Differently - Marcus Buckingham, Curt Coffman\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World\'s Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as \"treat people as you like to be treated\"; \"people are capable of almost anything\"; and \"a manager\'s role is diminishing in today\'s economy.\" \"Great managers are revolutionaries,\" the authors write. \"This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place.\"</p>\r\n<p style=\"text-align: justify;\">The authors have culled their observations from more than 80,000 interviews conducted by Gallup during the past 25 years. Quoting leaders such as basketball coach Phil Jackson, Buckingham and Coffman outline \"four keys\" to becoming an excellent manager: Finding the right fit for employees, focusing on strengths of employees, defining the right results, and selecting staff for talent--not just knowledge and skills. First, Break All the Rules offers specific techniques for helping people perform better on the job. For instance, the authors show ways to structure a trial period for a new worker and how to create a pay plan that rewards people for their expertise instead of how fast they climb the company ladder. \"The point is to focus people toward performance,\" they write. \"The manager is, and should be, totally responsible for this.\" Written in plain English and well organized, this book tells you exactly how to improve as a supervisor. --<em>Dan Ring</em></p>\r\n[/spb_toggle] [spb_text_block pb_margin_bottom=\"no\" pb_border_bottom=\"no\" width=\"1/1\" el_position=\"first last\"]\r\n<h2><span style=\"color: #f5811e;\">Our Top 5 Learning and HR picks</span></h2>\r\n[/spb_text_block] [spb_toggle title=\"Delivering Results: A New Mandate for Human Resource Professionals - David Ulrich\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">Delivering Results collects some of the best articles from the Harvard Business Review and creates a resource that addresses the need for HR to re-invent itself as a strategic player capable of generating organizational capabilities. With an introduction from Dave Ulrich, author of the bestselling Human Resource Champions, this collection examines the new skills, roles, and purpose that HR must cultivate if it is to add value. The goal of this timely Harvard Business Review book is to define a new era in management, one in which HR is no longer considered a bureaucratic department devoted to staffing, policy, and compensation, but is looked to as a partner in shaping and directing strategic outcomes.</p>\r\n<p style=\"text-align: justify;\">The contributions in provide an enlightening look at issues such as change, strategic unity, innovation, and intellectual capital, revealing how HR must take a leadership role in contributing to these initiatives. The articles are organized around four categories-Delivering Core Capabilities, Creating Strategic Clarity, Making Change Happen, and Creating Intellectual Capital-to help HR professionals answer questions such as: * How do we fight and win the war for talent? * How do we create value? * How do we profitably grow our business? * How do we facilitate both individual and organizational learning? For the work of HR to directly contribute to employee, customer, and shareholder value, it must guide the development of organizational capabilities that turn strategy into action. Delivering Results reveals the power of HR strategies to influence not just individual, but company performance, offering actionable strategies that yield results from the factory line to the boardroom.</p>\r\n[/spb_toggle] [spb_toggle title=\"The Human Capital Edge - Ira T. Kay Ph.D., Bruce N. Pfau\" open=\"false\" width=\"1/1\" el_position=\"first last\"]\r\n<p style=\"text-align: justify;\">(21 People Management Practices Your Company Must Implement (Or Avoid) to Maximize Shareholder Value)\r\nGlobal human resources consulting firm Watson Wyatt has conducted a large body of research on 25 human capital management practices showing, for the first time, how these practices can raise or lower the stock price of a company and by how much. This research, cited in the Wall Street Journal, the New York Times, and Forbes, is the foundation of the Human Capital Edge, and brings a new level of financial measurement-based precision to the too-often fuzzy world of management books.</p>\r\n[/spb_toggle] [/spb_column]', 'Recommended Reading', '', 'inherit', 'open', 'open', '', '1104-revision-v1', '', '', '2015-09-15 20:30:59', '2015-09-15 20:30:59', '', 1104, 'http://www.mentor.in/index.php/2015/09/15/1104-revision-v1/', 0, 'revision', '', 0);
