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Reflexion: Creating successful leadership transitions for Exeltis
At a glance
Sector: Pharmaceuticals
Location: India
Year founded: 2014
No. of employees: 150+
Products Used
Lumina Spark
Lumina Spark reveals your whole personality, providing a unique portrait of who you really are.
Lumina Select
Find the right people, ask the right questions, uncover hidden potential and avoid costly recruitment errors.
Splash App
The Lumina Splash app brings personality to life, making it easy for people to understand their behavioural style and share and compare their similarities and differences with others. Explore behaviour with easy to deliver interactive activities that help people reflect, connect and work better together.
Business Need
Exeltis launched a new business strategy due to a change in leadership, aiming to strengthen leadership capabilities and align teams to drive growth. Success depended on leaders’ ability to collaborate across divisions and maintain execution. Lumina Spark was selected to build self-awareness, foster alignment, and enhance resilience, directly supporting business performance and operational efficiency.
The Solution
A four-phase Leadership Journey Programme used Lumina Spark and Lumina Select to build self-awareness, strengthen alignment, and improve execution. Workshops, coaching, and the Lumina Splash app enabled leaders to understand their own qualities, recognise colleagues’ strengths, and embed consistent ways of working that directly supported business priorities.
The Results
70% productivity rise
10% growth in Q2 2021
The full story
Business Need
Exeltis was implementing an ambitious new business strategy due to a change in leadership, making it essential to strengthen leadership capabilities and align teams to deliver results. Success depended on leaders’ ability to collaborate across divisions and maintain execution.
Exeltis sought a solution that could provide the following outcomes:
- Consistent business performance by adapting to new ways of working
- Higher engagement- with attrition reduction
- Improved alignment within the teams and alignment to the new business processes
Lumina Spark enabled leaders to understand their own qualities, recognise the contributions of colleagues, and embed behaviours that support alignment and resilience. The programme was designed to translate self-awareness into action, reinforcing Exeltis’ strategic priorities and objectives.
The Solution
Urvashi and Suva, Lumina qualified leaders at Reflexion, initiated a Leadership Journey Programme for Exeltis to be mission ready. The Leadership Journey Programme unfolded across four structured phases, focusing on connecting with the leadership cohort, understanding business expectations, and creating alignment across the organisation. This stage set the tone for trust, collaboration, and shared purpose.
Products Used
Lumina Spark
Lumina Spark reveals your whole personality, providing a unique portrait of who you really are.
Lumina Select
Find the right people, ask the right questions, uncover hidden potential and avoid costly recruitment errors.
Splash App
The Lumina Splash app brings personality to life, making it easy for people to understand their behavioural style and share and compare their similarities and differences with others. Explore behaviour with easy to deliver interactive activities that help people reflect, connect and work better together.
Workshops
1.
Phase 0
Building Partnership
This phase took place in December 2020, and was an introductory phase where business expectations where shared and a platform was opened for feedback on the current pressures.
2.
Phase 1
Leadership Styles
This phase took place in January 2021 and assessed each leader on Exeltis Competencies. This included process and culture alignment, as well as embedding execution as a habit, Lumina Spark was also applied as a framework. Leaders completed a Leadership Style Assessment using Lumina Spark, followed by a two-day workshop where they received both a debrief and an Individual Development Plan. This stage helped leaders not only understand themselves more deeply but also recognise the strengths and qualities of their colleagues.
3.
Phase 2
Organisation Culture
This stage took place in In February 2021 and was about driving a common way of managing teams, supported by on-ground coaching and mentoring. Leaders were encouraged to create consistency in how they managed people and to develop shared practices that could carry across divisions. Execution was monitored carefully to ensure progress was being made.
4.
Phase 3
Disciplined Execution
This phase followed in April 2021. At this stage the focus was squarely on driving business results through disciplined processes. Leaders reviewed structures and metrics and worked towards creating a culture of uniform execution excellence. Each leader reflected on how Lumina Spark reflected on their 24 Qualities and made behavioural changes where needed
Throughout the programme, the Lumina Splash app was used extensively. It gave leaders a highly interactive and visual way to explore their Lumina Spark results and provided a creative tool to map each other’s qualities in workshops and coaching sessions. Lumina Select was also introduced as part of the hiring process, ensuring that the right people were being placed into critical roles and strengthening the leadership pipeline for the future.
The journey was not only about understanding leadership at an individual level but also about building resilience and alignment across the organisation. The self-awareness generated throughout the process created a growth mindset among the leaders, highlighting what was already working well and showing them clearly what they needed to strengthen in order to thrive in the new business environment.
Feedback from participants
Have seen substantial improvement in performance in first quarter from 2 immediate juniors.
- Getting new ideas from them for developing our build brands. (Especially 2 brands)
- Improvement in execution has been observed compared to last quarter. Teammates are stretching extra miles to bring up productivity.
- Practised green colour traits with Hyderabad ZBM and productivity is increased.
We have started to profile doctors that we visit. We understand what kind of information would be preferred for the doctor based on their inherent colour. We prepare the teams to interact with the doctor accordingly. In the process several short expiry stocks got liquidated (which surely would have come back as expired returned stock)
After team coaching based on Lumina Spark my team members started looking at incentive data together in an open Excel format that was visible to the whole team. This data centric approach using blue energy, combined with some health competitiveness, resulted in 9 out of 15 team members receiving their incentives.
These stories illustrate the practical and cultural transformation Exeltis experienced through the Leadership Journey Programme. It was not just about adopting new tools, but about embedding a new way of working that has already shown tangible results in both engagement and business performance.
Results
The programme generated tangible impact. Leaders grew in their appreciation of colleagues and customers through the 4 Colour Archetypes, enhancing engagement and bridging inter-divisional gaps.
Business performance reflected this growth. Productivity rose 70% YTD by July, and Exeltis achieved 10% growth in Q2 2021, despite the broader challenges of COVID-19. Leadership approaches grounded in understanding individual qualities prevented potential staff exits and supported internal promotions within six months.
The shared language of Lumina Spark improved feedback and collaboration across teams, while also enhancing customer engagement. Sales teams tailored conversations to doctors’ styles, improving closures and enabling the liquidation of short-expiry stocks.
Integrating Lumina Select into recruitment ensured the right talent filled critical roles. The leadership team became more collaborative, aligned, and high-performing. Q1 cumulative targets reached 108%, and several areas exceeded monthly budgets, with overall achievement rising from 60% to 80% over two months.
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