Organizational Development

Undergraduate Student
  • Knowing yourself
  • Tap into untapped potential
  • Developing a personalized plan
  • Mutual kinship
Postgraduate Student
  • Pre application assessment
  • Detailed documentation
  • Cultivating creativity
MBA Aspirants
  • Personalized Planning
  • Pre application assessment
  • Detailed documentation

A KPE Intervention Strategy

Kinetic potential is the force inherent in people like the engine of a motorcar, which is idle. Through professional, focused intervention strategies, the inherent potential people could be stimulated and the true potential of the people would be exposed to achieve personal and organizational excellence.


How would we uncover the Kinetic Potential in people?

There are no easy solutions or short cuts in uncovering peoples’ inherent potential. Through careful diagnostic intervention, careful tailor made solutions to suit individual needs, it should be possible to make everyone realize their own inner potential.


Organizations also need to know what their own inherent strengths are and they should be able to communicate the same to their employees. The passion and the commitment of the leaders in the organization have to be felt equally strongly by everyone in the organization.


What is Kinetic Potential Explorers’ Promise?

KPE is an organization put together by professionals with diverse experience in industry and academics; we understand the true potential of people.


KPE Expertise
The expertise of our Organizational Psychologists lies in identifying and realizing the full potential of people and creating effective organizations. No listing of the fields of occupational psychology is ever perfect or complete, as any area where psychology can contribute to the understanding and assistance of human beings at work (and increasingly on the borderlines before and after work, and between work and leisure) may raise the need for investigation, or may find an application for some advance in the wider field of psychology.


 Organizational psychologists achieve their objectives by: 

• identifying abilities and developing potential - through using tests and job-relevant exercises at selection, and in career counseling
• motivating people - in designing payment and reward systems, and advising on health and safety issues
• assessing performance both on and off the job - in designing appraisal systems, advising on stress management, and in designing machines and computer systems that are easy       to use
• helping people and organizations adapt to change - advising on how to change attitudes and behaviors to improve customer service
• Designing effective organizations - advising on the best type of management systems, identifying effective human resources strategies, and designing jobs to fit peoples' skills.


Organizational Consultancy
Organizational change and development is a process designed to improve the general effectiveness of an organization or to improve its ability to cope during periods of change. Our Occupational psychologists could be called on to help a company develop a new culture or image and then project that image to the outside world. They could also be involved in advising on how to create effective work groups, systems and structures within the organization. Interpersonal relationships, groups and inter-group processes. Here our team of occupational psychologists helps people to develop the skills of leadership, teamwork, negotiation, assertiveness, conflict resolution, and effective communication.


We identify training needs, and develop and evaluate training programmes how to get the best out of ourselves and others.

Our workshops address the following issues:
Knowing Yourself
Knowing your organization
Knowing your career
Knowing & Working with your team
Dynamic New Ways of Thinking, Feeling and Behaving
Magic of Positive Pro activity
Relaxation techniques

About The Workshop

Our Training programs are designed to focus on identifying and highlighting intellectual, managerial, behavioral, emotional and coping competencies of participants. It will cover both instructional design and facilitation. The workshop will be highly interactive. There would be plenty of takeaways. 
Training is about giving people new knowledge, skills or attitudes. This workshop will provide some basic tools to help ensure that learning takes place as well as measure the extent of learning.
For training to be effective, it should result in a change. Changes in our thinking, feeling, behavior and reactions have an impact on the organization. This workshop shall enable the participants to achieve this change by understanding how people learn and how they apply learning.
The workshops are based on a highly interactive and participative learning process. Group activities, role-plays, case studies, simple exercises, and brainstorming sessions would be supplemented by short concept building lectures. Reading materials and tools will be used to facilitate learning.
Behavioral Science Interventions such as scientifically structured interviews for one on one feedback with each participant are conducted pre and post training.

Diagnostic Psychometric tools
Our Psychological tools measure Personality traits & types, Inter-personal styles of communicating & interacting, Leadership skills and Attitudinal makeup of participants Our Psychometric instruments are scientific tools essentially diagnostic in nature assessing the intellectual, managerial, emotional, social and behavioral competencies of individuals.
Our Instruments will be administered Pre, Post and During Training.

Pre & Post training, participants have the choice to have individual one on one session with our Trained Clinical Psychotherapist. Our therapist will foster change in participant’s thoughts, actions, reactions and feelings towards their Organization & towards their work.

Life Coaching
Through Business/Life Coaching we holistically focus on aiding employees become more assertive, effective & Strain free in the work setup, enabling individuals to tackle people and situations. Life Coaching helps people overcome Professional & Personal barriers and encourages them to make the most of their precious resource-themselves.

Workshop Outcome
a. A boost to personal behavioral aspects
b. Simple techniques of workplace relaxation
c. Understanding group dynamics
d. A new knowledge about your company, your career and your future


• Business Communication
• Managing People
• Leadership Skills & Styles
• Emotional Intelligence
• Stress Management
• Team Building
• How to be Assertive in the Workplace
• Conflict Management
• Impression Formation & Impression Management in the work scenario
• Gender Differences in the workplace
• Aggression: Its nature, causes, consequences & control
• Art of Interviewing
• Living, Loving & Learning
• People Management
• Motivation
• Presentation Skills Building
• Self esteem &Identity
• Art of being Articulate
• Values
• How to change your Thinking, Feeling and Behavior
• Misunderstandings in Human relations


B. Recruitment and Selection.

We use scientific psychological tests to provide evaluations of candidates. We will also monitor and validate selection procedures, and design short listing and assessment methods which can identify candidates with the potential required for particular jobs. We have skill in Psychometric testing and assessment design.
Myers-Briggs Type Indicator (MBTI) for MBTI is the most widely used personality inventory based on C.G.Jung's theory of Psychological Types. Approximately 2,000,000 people take the MBTI per year. It “helps a person to improve work and personal relationships, increase productivity, and identify leadership and interpersonal communication. It is widely used in schools for career counseling and teachers’ training.
The different type preferences lead to different ways of living and working. They describe different, effective approaches to working and learning styles and methods, managing, leading, coaching and teaching as well as general communication, teamwork, relationships, counseling etc.
Different Types learn more effectively in different ways. Some like and learn through group work, others don't. Some like to get their hands on what's to be learnt, others don't; some learn through discussion, others reading; some are interested in theory, others practice.
The types communicate in different ways. It is important for teachers to understand and use type based strategies to deal with students more effectively. Different types get stressed or stimulated in different ways. Counseling strategies are more effective if type is taken into account, particularly career counseling. Cognitive dissonance often takes many types outside their comfort zone and so they are less effective.
Type preferences are easy to understand, but also contain a lot of depth. The MBTI helps people identify career and /or life paths. The type preferences indicate the skills they're most likely to be able to pick up easily, as well as the occupations that they might be interested in or how they operate within their chosen occupation. Type is also useful in strategizing interviews and helping people appreciate that everyone is not like them and so work, career expectations can be different.
For example: Extraverts tend to predominate in marketing and entrepreneurial spheres, while Introverts predominate in professions such as medicine law, and politics; Intuitive outnumber Sensing people quite comfortably in academic institutions, particularly in post-graduate work, as well as in the arts in general, counseling and consulting. Sensing people predominate in teaching, small business, banking, law enforcement, sports etc., and are often attracted to work in large organizations; People preferring Thinking predominates in management, medicine and most aspects of the law, while people preferring Feeling predominate in counseling and many of the helping professions; People preferring Judging generally predominate in management positions (whatever the organization), teaching, banking and law enforcement, whereas people preferring Perceiving predominate in marketing, entrepreneurial activities and counseling.


C. Attitude surveys and experimental research.
We use specialist skills to design and analyze surveys or morale, attitudes and values, to provide sound information on which strategic decisions can be based.


While organizations are engaged in the task of developing a sustainable future, its present strength is derived from a pool of human capital and a bank of dedicated professionals. This exercise, then, is primarily recognition of the excellence of our staff and part of organizations efforts at attending to its employee’s personal and behavioral needs, much of which remains hidden. This questionnaire assesses the respondents degree of adapting to internal and external demands and challenges such as work related issues, inability to get along with others, stressors etc.



The questionnaire will make no attempt to reveal the identity of the employee. Its singular endeavor is to redress frictions and therefore address the good of the organizations employee. We intend to reach your inner mind, not reach you. Your identity is sacrosanct and shall never be revealed. In fact, it shall not be even known to us.


The questionnaire shall furnish us information, generally hidden but highly productive, if made available to the management. We shall know, the aspects highly valued by all staff. We shall also come to know the inner frictions, stumbling blocks, interpersonal disharmony and all possible sources inhibiting professional efficiency.


What next

Having identified employees' depth of pride, his/her daily and perpetual frictions, inner dissatisfaction and personal views on organizations work environment and avenues for improvement, we shall proceed, armed with each and every individuals' inner most assessment, to make organizations a cozy and warm place where striking spontaneous interpersonal rapport will be a norm. Where they will express and share their grief and triumphs first.

D. Vocational guidance.

Sick of your job?

Bored and discontented at work?

Worried about your company changing and leaving you behind?

Don't know what you want to do in your career?

Drifting from one job to the next, without any direction?

Want more from your job than your salary?

Starting to think that you are not good at anything

Worried about redundancy?

Deciding on, or changing careers is one of the most stressful things a person can do, but if you are stuck in a job that you hate and find mind-numbingly boring, it may be your best solution. Our Career Development specialists will help you plan your Career and support you in this process. You will have a Personal Consultant who will deliver a flexible, comprehensive and personal service, tailored to your circumstances.