Mon-Fri 9:00-17:00
Vasanth Nagar, Bangalore 560052.
+919008969400
We integrate design and empathy to offer the most appropriate solutions to your people problems. We strive to be useful and relevant to the stakeholders we serve. We immerse ourselves in our client’s DNA to understand their problems, and ideate, design, and implement solutions that solve challenges for the long term
We are a research-centric organization that believes in providing customized real-time solutions backed by reason and thorough analysis. We stay focused on alleviating our client’s pain points by remaining logical, critical, and objective in our resolve.
We are rooted in compassion and empathy and work without bias and judgement. We endeavour to provide health outcomes by attentively addressing our clients’ needs with care and intensive reflection.
We challenge the status quo and are unafraid to cascade our thoughts. We strive to remain authentic, sincere, and trustworthy through our uncompromising belief in upholding the highest standards of honesty and ethicality in our work.
We enhance capabilities, insights, relationships, and commitment to action for individuals and teams
Organizational culture includes the system of values and behaviors of people in an organization.
We develop methods to manage change processes so that organizations fulfil their strategic initiatives and goals with minimal disadvantage.
We set boundaries with the client about their organization’s problems and establish a collaborative relationship and protocols with a member from the client system about how to work on those issues.
Is a process based upon behavioral science theory for publicly entering a client system. We collect valid data about human experiences within the client system, and feed that information back to the system. The purpose is to establish a shared understanding of the client system and to determine whether change is desirable.
We gather information on organizational features like inputs, design components, and outputs using questionnaires, interviews, observations, and unobtrusive measures. This enables client organizations to make clear the underlying causes of problems or identify areas for development.
We present information back to the client in an understandable and action-driven manner. It is presented on the basis of relevance and comprehensibility, to spur action. The key findings are shared with the senior management, and a detailed report enables them to decide which changes to implement.
We design a sequence of activities, actions, and events to resolve specific problems or improve areas of the organization's functioning as identified in the diagnosis phase. Intervention success depends heavily on the organization being ready for planned change.
Uncertainty may adversely affect competencies, worth and coping abilities, so people generally resist change. We help the organization challenge the status quo, design actions to motivate commitment to change and create readiness for change by enabling systems that support overcoming resistance.
We lead evaluations and provide feed-back about interventions. This could recommend the need for further diagnosis and modification, or that the intervention was successful. We then institutionalize change, that is, make it a permanent part of the client organization’s normal functioning.
Situation:
Our client’s practice of using regular reviews and monitoring systems to clarify roles was leading to a slow consensus culture, which jeopardized their growth. We wanted to create a cultural shift, where people at lower levels felt empowered to make decisions, senior leaders were able to let go, and middle managers were willing to accept greater accountability and risk.
Action:
We are currently using a participative design process by creating a shared understanding of the problem. This approach actively involves all stakeholders in the design process to ensure that change occurs in every part of the organization.
Outcome:
The desired outcome is to make everyone accountable without any monitoring. We have created a comprehensive competency framework to hold them liable and help them recognize their strengths and assess their weaknesses. We have also conducted workshops to help them understand the importance of accountability, which has led them towards achieving it.
Situation:
A leading chain of hospitals wanted a shift in attitudes and values to create a culture that was more service oriented and patient-centric. This would align services quality with patients’ expectations, improve productivity, and lower costs.
Action:
Our 5-tier strategy to activate the desired culture:
1) Galvanize commitment by increasing understanding
2) Embed the desired culture in processes and policies,
3) Strategize a new managerial wing to drive this culture
4) Train teams with skills to reflect the culture
5) Design, and implement a program to create high-performing teams.
Outcome:
We have laid the foundation for the desired culture shift that equipped all key stakeholders with the understanding of delivering this new culture.
Situation:
This organization was facing a major business transformation with a need to operate as one shared, unified enterprise team. There was a need to operationalize new and focused strategies to support business continuity.
Action:
We conducted diagnostics by speaking with employees across the organization and we partnered with key leaders from different domains to help articulate the strategy. This included establishing a governance council for delivering on strategy, building processes and systems for integrated planning and communication, and setting up a new team responsible for operational strategy implementation.
Outcome:
Through shared visibility, alignment, and ownership of a common strategy, the organization is working together in a more integrated manner. There is a shared understanding of the different functions and the potential impact they can have as individuals and as a collective.
It was an insightful, overall experience with the program, many of the sessions were eye-opening which helped us in self-introjection.
HR Head
Got an opportunity to learn a lot. A few topics were completely new to me, and understood their importance in overall business. Also got a gist of how an overall business should be looked into
Manager - Operations Product Design
It was a great journey with the team. They are always available and very supportive at each step of the journey. Special mention of Jahnavi, we had always eased our conversations. The push is real to achieve and very motivating.
Project Lead L&D
Learning other areas of work in finance and launch. How to keep the biases away. Steady & speeding the teams to clients. You have injected a sense of belief into all of us.
Growth Leader
We would like to commend Jahnavi and the Vital Signs team for facilitating a truly impactful executive leadership coaching program for the Management team at Curefoods. Right from conceptualising the program to structuring it well over a series of multiple individual sessions with the leadership team, the team has done a really wonderful job in assessing each individual across multiple dimensional aspects and aiding them in their personal and professional development as a leader. The 360-degree program panning multiple workshop sessions is a must recommend for any organisation that is in pursuit of leadership development
CEO, Curefoods
Vital Signs has played a significant role in the SPARSH Hospitals development as an organisation. Specifically "SPARSH Anubhava", a culture transformation towards patient centricity has been an incisive intervention by Vital Signs. Right from captioning the name to deeply understanding the situational requirement in a dynamic set up of the hospital, the team did a commendable job. Multiple workshops across multiple units, producing videos and articulating the ethos of the whole program was done with great passion and commitment. I would say Vital signs demonstrated true professionalism and went beyond their brief to achieve the goals set out. I wish them nothing but the best for the future. I am confident they will effectively transform many organisations and their leaders for the better in the times to come.
Chairman & Chief Orthopaedic Surgeon, SPARSH Hospitals
Excellent design and delivery of the subject workshop. Strong recommended, Jahnavi as excellent leadership learning and coaching facilitator.
Head-HR, Greenko Group
I would like to take this opportunity to thank Jahnavi Gurjer for her support and guidance. She performed an excellent job of teaching me all I needed to know in order to become a competent professional. Her encouragement and mentoring have contributed to my achievement. I adore her and am grateful for everything I've learnt from her. I'd want to use this occasion to express our gratitude for her help and advice. I thanks her for assisting me in realising my potential. From start to finish, it's been an incredible journey. She is my role model and an example of how to persist in the face of adversity. I am extremely fortunate to have a coach who motivates me to improve every day. I hope that, like she has done for me throughout the years, I might inspire future champions. She is fantastic!
Sr. Manager, Raymond Ltd.
Learn more about us through our insights, reflections & perspectives on topics we are passionate about.
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25/08/23
How important is it to have well-rounded communication between the client and the organizer in a program, especially when multiple vendors/parties are involved? How often is there an assumption that all the parties are aware of the roles each other plays?
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31/07/23
Have you ever felt that every effort you make to move forward only brings you back to where you started?
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28 July 2023
How important is it for consultants to balance affect and action in a relationship? When the scales are tipped, a consultant - client relationship can reach a spot of uncertainty and confusion quickly.
We look forward to connecting with you and helping you solve your people-related problems.
We’ll get in touch with you as soon as possible