How Hayward Tyler Strengthened Communication, Ownership & Cross-Functional Effectiveness

11 minutes ago

3 min read

From incomplete communication and upward escalation to clearer, more proactive workplace execution

10 Participants | Customised Training Program | Faridabad | Cross-Functional Team | Five-Star Reviews

Hayward Tyler India Pvt. Ltd., a subsidiary of Hayward Tyler Ltd., UK, was preparing for business expansion with a new rotating-equipment service and assembly facility in Faridabad.

As the organisation prepared to grow, the requirement was not limited to technical capability. Its cross-functional team across Accounts, Sales, Service and Proposals also needed stronger communication, collaboration, ownership and independent decision-making behaviours.

The Business Challenge

Hayward Tyler’s team worked across Accounts, Sales, Service and Proposals, where progress often depended on information and action moving smoothly between functions.

But leadership was seeing a few recurring workplace patterns:

Incomplete Communication	Reactive Updates	Upward Escalation	Cross-Functional Delays
Information was shared, but sometimes without enough context, risks or next steps.	Important issues were not always flagged early enough.	Employees sometimes escalated problems instead of recommending a way forward.	Different priorities and dependencies created avoidable follow-ups and delays.

The issue was not lack of technical capability. It was how effectively people communicated, coordinated and took ownership while getting work done.

What Dishah Diagnosed & Built Around

Through the client TNA discussion and participant PTQ, Dishah identified that the requirement went beyond conventional communication training. The team needed to become stronger at:

Communicate Professionally
Clear, complete and audience-relevant communication.

Collaborate Effectively
Coordinate across teams, manage dependencies and handle disagreement constructively.

Take Ownership
Act proactively, follow through and escalate with context and possible solutions.

Think Beyond the Task
Prioritise, analyse situations and move from simply reporting information to recommending action.

The program was therefore built around real workplace execution, not generic soft-skills theory.

Built Around Situations Employees Actually Face

Participants practised situations such as:

The Half-Information Update	The Cross-Functional Dependency
The information is technically correct — but the context, risk or next step is missing.	Your work is ready, but another function has different priorities and timelines.

The Senior Conversation	The Competing-Priority Day
You disagree with the approach and need to express your recommendation confidently and professionally.	Multiple tasks appear urgent. What should come first — and how do you decide?

These situations made the program immediately relatable to participants and allowed the learning to connect directly with their everyday work.

The Capability Shift Delivered

Before	Capability Built
Answering what was asked	Providing context and anticipating what the receiver needs
Communicating after an issue becomes urgent	Flagging risks and important information proactively
Repeated back-and-forth	Clearer, more structured first-time communication
Escalating the problem	Escalating with analysis and a recommended way forward
Waiting for instructions	Taking greater ownership and proactive action
Holding back a different view	Speaking up constructively and confidently
Working within one's own function	Collaborating across dependencies and priorities
Reacting to the most urgent task	Prioritising with greater discipline
Sharing information	Interpreting information and recommending action

Learning Through Practice & Open Dialogue

The program was designed to be application-led rather than theory-heavy, using realistic situations, activities, role plays, practical tools, reflection and peer feedback.

What the Client Said

Mr. Ratish, Country Head / GM – Hayward Tyler India, shared positive feedback on the relevance and delivery of the intervention. The open conversations and focus on the right participant needs were specifically appreciated.

“Everyone enjoyed the session and appreciated the content, engaging delivery and the open conversation… specially the 30-30-1 method. Everyone took away unique learnings from both the training modules and the open dialogue.”