L&D consulting from Bodhih helps organisations build capability programs that run year after year, not one-off events. We define competencies, assess people, design development journeys with training, coaching and assessments, and set up measurement. Succession planning programs for future leaders are a common example of this kind of long-term partnership.
- Delivered in person at your location or as live virtual sessions
- Designed with the ADDIE model and evaluated for behaviour change
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Where and how: L&D consulting training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Nature of Partnership: Professional Training and L&D Partner for over 18 years
Industry: Business Process Outsourcing Division
With its continuous growth plan in place, the company wants to set its succession planning as a routine. This includes identified potential future leaders, grooming them over a period of 12 months, and preparing them before the individual is promoted for higher responsibilities.
Impact Created:
The intervention includes pre-assessments, training, 1-2-1 coaching, and post-training assessments to develop the potential candidates to take up leadership roles. We customized a list of competencies that would be the best fit for this project. It includes Decision Making, People Management, Negotiation Skills, Planning and Delegation, Process and Customer Focus, Proactiveness, Innovation, etc.
The intervention happened over several months and was repeated several years to become a way to approach succession planning in the organization. The solution was offered in Bangalore and Pune location and the client – The company continues to partner with us in their progression over the years.
What participants will be able to do
A shared competency language
Define the competencies that matter for each level so managers and HR assess people the same way.
A clear view of potential
Use pre-assessments and 360° feedback to identify who is ready for bigger roles and what they need.
Development that is structured
Combine training, one-to-one coaching and on-the-job assignments into a planned journey.
Evidence of progress
Compare pre and post assessments so promotion decisions rest on more than opinion.
A repeatable process
Turn a successful pilot into an annual cycle your HR team can run and improve.
Stronger internal L&D
Build your team's own capability in needs analysis, design and evaluation.
Who should attend
- CHROs and HR heads formalising succession planning
- L&D leaders designing multi-year capability programs
- Business unit heads in BPO, GCC and services operations
- Talent management teams running high-potential programs
- Organisations scaling fast and needing a leadership bench
Recommended program outline
Recommended design, customised to your context after a short needs analysis.
01Diagnostic and competency frameworkModule 1 · 2–4 weeks+
- Interviews with leaders on future role demands
- Customised competency list for each target level
- Behavioural indicators managers can observe
- Alignment of competencies with existing HR processes
02Assessment and identificationModule 2 · 2–3 weeks+
- Pre-assessments on AssessAll mapped to the competencies
- 360° feedback where appropriate
- Individual development reports and cohort heat maps
- Calibration with HR so identification is consistent and fair
03Development journey designModule 3 · 2–3 weeks+
- Workshops on topics such as decision making, people management and delegation
- One-to-one coaching plans for each participant
- Stretch assignments agreed with managers
- Individual development plans agreed with each participant
04Delivery over the program cycleModule 4 · 6–12 months+
- Workshops spaced across the cycle
- Coaching sessions and progress check-ins
- Manager involvement at key milestones
- Mid-program reviews to adjust the plan where needed
05Evaluation and institutionalisationModule 5 · Final 1–2 months+
- Post-assessments compared with baseline
- Readiness review with HR and business heads
- Process documentation to repeat the cycle yearly
- Recommendations for the next cohort and program refinements
When to choose this
Frequently asked questions
What does an L&D consultant do?
An L&D consultant helps an organisation link learning to business goals. That includes diagnosing capability gaps, defining competencies, designing programs, choosing delivery formats, and setting up ways to measure results. Bodhih's consultants use the ADDIE model and stay involved through delivery and evaluation rather than handing over a report and leaving.
How does training support succession planning?
Succession planning identifies future leaders and prepares them before they are promoted. Training builds the skills the next role needs, coaching personalises that growth, and assessments show readiness. Bodhih typically combines pre-assessment, workshops, one-to-one coaching and post-assessment over several months, so the organisation has evidence when making promotion decisions.
How long does a leadership development program take?
A structured leadership or succession program usually runs over 6 to 12 months. That gives participants time to learn, apply skills in their roles, receive coaching and show progress. Bodhih recommends the duration after the diagnostic stage, based on the size of the cohort and how soon the roles need to be filled.
What competencies are used in a succession planning program?
Competencies are customised to the organisation. Common ones include decision making, people management, negotiation, planning and delegation, process and customer focus, proactiveness and innovation. Bodhih defines behavioural indicators for each so managers and assessors can judge readiness consistently. The list is agreed with leadership during the diagnostic stage.
How do you measure the ROI of L&D consulting?
Start by agreeing what success looks like before the program begins, such as readiness scores, internal promotion rates or role performance. Bodhih then measures pre and post assessments, gathers manager feedback and tracks agreed business indicators. The evidence builds across cycles, which is why long-term partnerships give clearer answers than single programs.
What is l&d consulting?
L&d consulting at Bodhih is a customised, practical program. An American global insurance brokerage and risk management services company with headquarter in Chicago, US. Customised programs by Bodhih since 2008.
Who is the L&D Professional Development and Consulting program for?
Organisations planning learning programs for their teams. Bodhih tailors the examples, case studies and depth to your industry, culture and team level.
How long is the L&D Professional Development and Consulting program?
Bodhih tailors the duration and depth to your goals and team, from focused workshops to multi-session learning journeys. Share your requirement and we will recommend a format.
Can L&D Professional Development and Consulting be delivered online?
Yes. L&D Professional Development and Consulting can run in person at your location, as live virtual sessions for distributed or hybrid teams, or as a blended journey that adds self-paced learning on Bodhih.org between sessions.