We offer the following services to aid the development of organisations
Change Mantras conducts researches to assist organisations to facilitate culture building in organisations, strategic building, planning, project and intervention designs and to evaluate progress and impact. Our core areas of expertise are on gender, violence, migration and human trafficking.We conduct researches on:
Organisational culture and gender: Every organisation aspires to create inclusive spaces, promote diversity in its workforce and build teams that can collectively build a culture of creativity, safety and valuing of differences. While this may be the aspiration, systems also must learn ways of celebrating diversity not just through inducting people of all genders and sexes, orientations and from different cultures, it must learn how to empower its people to work with differences, create a system of belongingness where everyone finds their space and experiences dignity and where masculinity and femininity find expression in policies, actions, relationships and in leadership. At a time where fear of transgressions and violations are often dealt through law and solutions are sought through the criminal justice systems, organisations are at threat of creating a culture of fear and anxiety, solutions are sought through arbitration – often unsuccessfully and creating lose-lose situations, Change Mantras assists organisations to explore gender dynamics in the system at all levels. It helps leaders discover the connects and disconnects between espoused values on diversity and inclusion and values in action and assists the organisation to develop a pathway to achieve its aspired culture, for all, with all.
Migrations: Change Mantras has an expertise in conducting researches on migrations – including displacement, forced migration, human trafficking (for forced labour, sexual exploitation and other forms of violence), assistance strategies for exploited migrants or trafficked people, effectiveness of law and policies that impact migrations and human trafficking. In India, Bangladesh and Nepal, we conduct researches in policy development and legal reform, for organisations to build strategies of assistance programmes for affected populations, on access to compensations, legal aid, trauma management and access to services for recovery and rehabilitation. We offer organisations and agencies proven tools and methodologies that help organise data and evidence, for advocacy, campaigns, awareness building and litigations.
Mental Health and Resilience: Change Mantras has mental health professionals with expertise in conducting research on mental health and resilience building. These researches are useful for organisations who wish to strengthen access to recovery services for affected populations, that can be conducted in the grassroots without causing distress and secondary trauma, tools that are fit for affected people to participate and lead the research and organise data to create evidence on access to services, services required and strategies on building resilience of affected populations.
Evaluations, impact assessments: Particularly for projects on migrations, human trafficking and mental health, Change Mantras conducts one off and long term MEL consultancies to assist organisations strengthen project designs and build capability of management and implementing teams.Close
Change Mantras offers facilitation services - including facilitation of meetings, workshops, partnerships and consortia of organisations or collectives.
What does facilitation mean?
Moderation: Change Mantras has empanelled trained facilitators who are skilled in facilitating meetings and consultations. We help create safe and productive spaces for participants of a meeting or consultation listen to each other deeply, dialogue with each other, work with differences and engage in debates without getting caught in reactivity or a loop (wherein members find themselves unable to communicate with others without getting caught in a loop of accusation, blame, fear, mistrust, anger, reactivity and stalemate). The facilitators support members of such spaces work with structure and fluidity to navigate through edges to achieve tasks and goals that are of collective interest and negotiate with each other on differences and positions.
Conflict resolution: Facilitators step in to enable organisations who find themselves in a conflict situation to find resolutions that are meaningful, sustainable and that help members re-gain trust and confidence in each other. Conflict resolution workshops may be helpful to solve intra-organisational tensions (such as family businesses and trusts) and challenges or tensions and stresses between two or more partners (individuals or organisations).
Collective Impact: The organisation offers facilitation and secretarial services to support groups of organisations and agencies achieve collectively defined goals which are of collective interests and impact a large system or context. For example - Change Mantras helped form a network of 18 non profitorganisations from 10 states of India, all of who wanted to advocate for legal reform on human trafficking, and supported them to engage with policy makers and influencers which led to framing of a new law with key structural changes.
Collective Learning: Collective learning workshops are useful to assimilate experiential learnings of stakeholders from different organisations and sectors and draw deeper insights and learning from experiences which may seem to be in contradiction or disconnected. This helps build a deeper narrative and truth of the context or system. For example -
(a) Collective Learning on a social policy implementation: Educators, activists, social workers, policy makers come together to collate their experiences of the implementation of an education policy such as Right to Education, each one of them has information and experiences that speak of what is working and how, innovations that may be localised, problems and bottlenecks and challenges - and throw assumptions (which may be backed by evidence or experience), their collective experience help in understanding how the RTE may be getting implemented across a geography, the systemic issues and processes and what may be said of the efficiency and effectiveness of implementation, what could be the blind spots and challenges and therefore what could be some of the solutions or interventions to be tried.
(b) Collective Learning amongst SME entrepreneurs on markets and legislations: When a group of entrepreneurs decide to get together to learn from each other on running businesses and overcoming teething problems that they encounter with bureaucracy or other market challenges, a collective learning process is designed for them for mutual exchange of information and knowledge and building collective knowledge in the sector that helps in further strategising for problem solving and new explorations.
(c) Collective Learning Workshop on therapeutic approaches effective for survivors of trauma: Therapists, counsellors and psychiatrists are, in their practice, extremely isolated, and largely rely on their own resources, knowledge and skills to provide services to their clients. Existing knowledge and practice models of therapy for victims of trauma is extremely limited across the world, and largely restricted to a few eminent practitioners, some of which may be written in journals. However, the effectiveness of learning through academic journals for practitioners is very weak. Individually, practitioners or organisations may find it difficult to allocate time and resources for Learning and Development in such specialised areas. So, a Collective Learning Initiative is helpful for a group of mental health professionals to learn through peer knowledge, experiences and experimentations, is more structured, concrete and effective in capacity development than attending a conference or a seminar.
Organisational Partnerships are often created through common interests and mutual interests, common goals and transactions, some of which are embodied in written contracts and much of it entrusted to psychological contracts (such as trust, reliability, etc). While working through planning, action and implementation, various dynamics may emerge - some of which that strengthens the partnership and some, which are uncomfortable and dissonant that threaten relationships between the partners. Issues of power and hierarchy may respect, judgements over competence and efficiency may create loss of reliability, and clash of cultures between organisations may lead to misunderstanding and miscommunication that threaten the spirit with which the organisations had formed the partnership in the first place.
Change Mantras helps organisations build and protect mutual trust, empathy for each other and creating systems and processes for equitability of power. With the help of the tools and frameworks used for Organisational Development and Leadership Coaching, our EUM certified consultants work with organisations to help form, strengthen, sustain and replenish partnerships between organisations.Recent initiatives of Partnership Brokering:
- A Japanese organisation and an Indian organisation that has been working in partnership with each other for 6 years, finds the relationship requiring some work. Despite having a very strong collaboration with each other over the years, with the increase in teams and changes in leadership, organisations reported a strain in the partnership experienced through communication gaps, passive aggression, confusion over role boundaries, withheld accusations. Change Mantras works with the two organisations to enable the organisations understand the nature of tensions using the EUM and systems dynamics and helps leadership of organisations to take appropriate measures for alignment building.
Two non-profit organisations in India decided to collaborate on a social action project wherein one organisation was to learn and implement technologies built by the other. The organisations started with an effort to understand each others’ culture, commonality and differences in values and identifying areas of potential resonance and dissonance. Every four to six months, the two organisations review the nature of the partnership to see how it has evolved, and work with the emerging manifestations of the dynamics between the systems. This helps identification and addressing of challenges, miscommunication and tensions that may emerge in interfaces and co-working.
Change Mantras offers Personal Growth, Leadership Development Programmes and Coaching services for young professionals, senior executives and managers, CEOs and entrepreneurs of businesses, social organisations and professionals who work in the public sector.
The programmes offer development of self-awareness, enabling you to discover your unique leadership style and how to expand your Self to lead systems and people. The programmes enables you to cope with uncertainties involved in leading an organisation, cope with disappointments and stresses and realise your dreams and vision for yourself as a leader in your family, organisation and community.
We conduct exclusive leadership programmes for women, that helps women leaders discern their core identities and values that may often be challenged in male-driven patricentric systems and organisations, and help them develop and articulate persuasion and negotiation skills to challenge patriarchal values and beliefs that insidiously are assumed and argued as self-evident truths.Trainers and coaches are trained and certified in process work and professional and life coaching. Some of the upcoming offerings are:
You can find out more about these offerings in the Programme Offerings section of our website.