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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.

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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 

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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.

The 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.

TESTIMONIALS

Feedback from Participants

  • We started building a clearer understanding of how different doctors prefer to engage, helping our teams adapt conversations and share the information most likely to resonate. This led to more effective interactions and helped liquidate several short-expiry stock lines that would otherwise have been returned as expired 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.

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