Academic Course For Excellence in Service Science (ACCESS)

Change & Transformation | Enabling Service Delivery

Access1

Students who have had 12 Years of School education and wish to enter the service industry with a Diploma in Service Science. This will be offered as a full time program of 12 months.

Access2

Students already enrolled in a Degree awarding program of a University and who wish to have additional Executive Diploma in Service Science to enhance their employability. This will be offered as a six months program conducted in the evenings.

Access3

Employed professionals who wish to improve their career prospects by enriching their existing qualifications with professional certification in service science. This will be a week end program with choice of proctored or on line tests for award of level based certification. These could be:These could be: - Practitioner - Specialist - Chartered Professional - Fellow

Our Other Services

LeadẄynn uses the Corporate Excellence in Service Science (CESS) framework in its consulting assignments. CESS attempts to bring together business enterprises and academic institutions in upgrading service delivery standards as well as provide opportunity for employees to acquire professional credentials.
People with diverse academic background and work experience come into Service Delivery roles. Their responses to situations have a psychogenesis in operating style of their earlier roles. Service Delivery training therefore should attempt, in fair measure, to make participants understand the ‘structure’ of their thinking for understanding their ‘reactions and responses’ in service delivery situations.
This is a Voluntary Program. It is based on local laws pertaining to Safety, Health and Environment. It is taught by a certified professional team. It draws upon the prescriptions of universally accepted programs like NEBOSH and OSHA but is not intended to comply with or meet their standards. The sole purpose of COESAFE is to help individuals and organizations meet safety goals.
A training program for facility managers, office managers, building owners, contract administration professionals, and anyone interested in facilities management.
Service Delivery managers aim for both growth as well as profitability. While their eyes are on the sky their feet tread grounds that have potent landmines. Hence, in addition to mirroring their own selves, they need a mix of assorted intelligence.

Academic Course For Excellence in Service Science (ACCESS)

Fellows would also be eligible for being trained as Service Standards Assessor. This would open up options to professionals who are seeking a second career either due to business redundancy, layoff, voluntary retirement or age based mandatory retirement from employment. LeadẄynn proposes offering this in all the SMART Cities announced by the Government of India in Jan 2016. This could be in association with ABC or with a host Institution in a specific location or independently through a LeadẄynn ACCESS Point.

Launching ACCESS


LeadẄynn shall create awareness about Service Science through ACCESS Webinars, NHRD Meetings, Conferences and Management Development Programs. A comprehensive list of topics has already been drawn up and discussed with several academicians and corporate leaders. A representative list is overleaf. LeadẄynn’s methodology is based on the belief that ‘development sessions for participants should serve primarily as a map, an organizing mechanism, a sense-maker, a source of new ideas, and a learning system.’ To ensure relevance, we propose engaging with academicians, industry leaders, and practitioners from diverse professions, Bankers, Government Officers and general public to gather valuable inputs for Instruction Design.
To move participants from learning to doing, our Instruction design shall have experiential learning in equal measure as conceptual. LEADPINS, our psychometric battery, anchor this process. Designing a program for development.People with diverse academic background and work experience come into Service Delivery roles. Their responses to situations have a psychogenesis in operating style of their earlier roles. Service Delivery training therefore should attempt, in fair measure, to make participants understand the ‘structure’ of their thinking for understanding their ‘reactions and responses’ in service delivery situations.
Service Delivery managers aim for both growth as well as profitability. While their eyes are on the sky their feet tread grounds that have potent landmines. Hence, in addition to mirroring their own selves, they need a mix of assorted intelligence. This includes:

  • Execution Intelligence including Planning, Documenting and Communicating
  • Socio-emotional Intelligence engaging Employees and Customers in a relationship that focuses on co-creation
  • Technology Intelligence that enables deployment of workable solutions
  • Enterprise Intelligence required for balancing between resources, budgets and profitability
  • Leadership Intelligence especially leading across oceans, virtually.

  • Managers in real life navigate through several competing forces. The measure of an effective training program would be their effectiveness in assessing, diagnosing and evolving insights to manage the challenges in their real work situations.
    LeadẄynn’s methodology is based on the belief that ‘development sessions for participants should serve primarily as a map, an organizing mechanism, a sense-maker, a source of new ideas, and a learning system.’ To ensure relevance, we engage with the Unit/Functions Heads and Supervisors of participants to gather valuable inputs for our Instruction Design. To move from learning to doing, we intend having a design that has more experiential learning than conceptual. Exercises would be centred on key concern areas that are elicited in the discussions with sponsoring managers. Deeper absorption of training inputs happens best when participants connect the output of the exercises and role playing with reference to their psychometric assessments and conceptual inputs. LEADPINS, our psychometric battery, anchor this process. Development is a continuous process. It is important that participants link and build upon the learning from over a sustained, step by step program. The outcomes of each step need to be integrated so that the focus is on ‘doing’ (read applying) as much as ‘learning’.

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