Illumine Projects
- 1. ILLUMINE PROJECTS ILLUMINE KNOWLEDGE RESOURCES PVT. LTD. ENVISIONING LAB: 3, Khurshed House, 604-D, Lady Jehangir Road, Dadar (E), Mumbai 400 014, India. ACTUALIZATION LAB: 16-A1; Sindhi Colony, Opp. Old SIES College, Sion (W), Mumbai 400022, India. Tel: 91-22-2417 1008; E-mail: contact@illumine.info; website: www.illumine.info 3 examples of Sustainable Knowledge Initiatives
- 2. Illumine’s contribution is the design and architecture of such Knowledge Interventions which are deeply contexted to business realities and simultaneously speak to the highest ideals of the organization, resulting in both – personal fulfillment, and improved business results. Scalable and sustainable intervention design involves the confluence of 3 domains: 1. the transmission of ideas and knowledge in a transformative way over large numbers (knowledge domain) 2. building new generation organizations that integrate values and ideals with business metrics (human transformation domain) 3. integrating new models of thinking into the day-to-day realities of work (business domain) Test-beds over a decade have been conducted to design & evolve the models. This work is being applied in diverse domains such as - software development, career counseling, attitude transformation, corporate finance, banking credit, and nutrition education.
- 3. RETAIL RE-ARCHITECTURE OF INDIA’S LARGEST OIL COMPANY A PROJECT INVOLVING THE TRANSFORMATION OF THE ENTIRE RETAILING SYSTEM OF 7000 OUTLETS OF ONE OF INDIA’S LARGEST OIL COMPANIES (ALSO A FORTUNE 500 COMPANY) THIS PROJECT TOUCHED (& CONTINUES TO DO SO) THE LIVES OF MILLIONS OF TRUCKERS ACROSS THE COUNTRY. ILLUMINE PROJECTS Example 1
- 4. Illumine has worked in the area of strategic re-architecture of a leading oil PSU in India. The Strategic Re-architecture Process has involved :- 1. Envisioning of a new business model for the retail business and working with the company to share this vision with leadership at the field level. 2. Development of specific “Strategic Growth Platforms” at the retail outlet level. 3. Design and management of the “transformation approach” at the level of business leadership of the retail group. 4. Design and management of the “practitioner and practice development framework” at the ground level (retail outlet).
- 5. CITIZENSHIP TRANSFORMATION OF INDIA’S LARGEST BANK A PROJECT WITH INDIA’S LARGEST PUBLIC SECTOR BANK ON THE CHALLENGE OF TRANSFORMING ATTITUDES AND MOTIVATION LEVELS OF CLOSE TO 200,000 PEOPLE THIS PROJECT WILL EVENTUALLY TOUCH THE LIVES OF NEARLY 180 MILLION CUSTOMERS ILLUMINE PROJECTS Example 2
- 6. India’s largest bank has undertaken a massive “human transformation exercise” – perhaps the largest of its kind – across its large work-force. Illumine is currently working closely with the bank in embedding the Enlightened Citizen Ideal across the bank. A 24-month transformation initiative is underway. The basis of this exercise is a recognition that individuals can and do operate from multiple states of mind such as a “victimized and powerless state of mind”, a “rule and process-driven state of mind” or a “positive and contributive state of mind”. The goal of the intervention is to enable the Bankers as a community to live in and practice a positive, self-enabling, and other-enabling state of mind. This state of mind leads to enhanced personal and team effectiveness, ability to find solutions where others see problems, and creates the urge to be a better human being – both in the workplace and in one’s personal life.
- 7. THE I-BECOME INITIATIVE THE PURPOSE OF THE I-BECOME INITIATIVE IS TO ENABLE PEOPLE TO CONTRIBUTE EFFECTVELY IN THEIR WORLD-SPACE & SIMULTANEOUSLY LEAD PERSONALLY FULFILLING LIVES This initiative is a manifestation of the solution philosophy for career enablement which has been developed over the past 15 years ILLUMINE PROJECTS Example 3
- 8. The principles and approach underlying I-Become are simple: 1. Careers require both self-knowledge and knowledge of an opportunity space. 2. Self-knowledge is hard to discover because we lack the training and the discipline to do so. 3. Opportunity spaces are hard to specify because people tend to rigidly classify the universe and perceive opportunities in extremely transactional contexted terms. What the I-Become initiative does is to resolve both these challenges by transforming the career question from the level of (i) what I am getting/ what I am doing, to (ii) what I am being and becoming. In one stroke, the personal knowledge and opportunity-knowledge dimensions become a single challenge to be resolved effectively in one’s life – which is being and becoming (i.e., I-Become).
- 9. I-become gives the evolutionary design to make the goal happen (not just design solutions of a career counselor), and new interactional models that help an i-becomer communicate his new stance to the world (not just information presentation)