Things you don't want to hear!
I don’t understand why I have got a low rating I have been working so hard!, Research Analyst
But I am not responsible for this, I followed the process and sent the email to the admin team – this is not even part of my KRA!, Senior Advisor
What do we do now? There is no way we can send Boston the report tomorrow, we need at least a week!, Associate
Samir, I dont know what to do, my manager wants me to format his presentation, our client keeps calling about the RFP status and Manu for CorpCom. says its my turn to edit the weekly., Accountant
What would you like to see in your teams?An increase in productivity? Function more independently? Focus more on the solution rather than the problem?
Be Agile. Collaborate. Own. Question. Execute.A learning experience is most effective when it is authentic and close to the real world outside. We strive to make our sessions as practical as possible by focusing most on the ‘How’ of any skills or behaviour.
For us, learning is not an event, and we live this belief, through our design principle of 40:20:40
40 Pre | 20 Training | 40 Post
We use proven and tested adult learning techniques such as the Guided Discovery Method (GDM) that provides an immersive experience for the delegates.
L1 - Need Analysis
Our focus is to understand the impact matrix of the programme. We meet with the leaders to gain their perspective.
L2 - Need Analysis
Next we meet with some of the participants to understand their viewpoint and their expectations. We also gauge their current capability.
360 Degree Feedback
We can run a 360 degree feedback for the delegates to get a deeper understanding of their standing in the orgainzation.
Psychometric Assessment Tool (PAT)
We could also run a PAT which would help us personalise the programme for each delegate based on their communication and leadership styles.
Pre & Post Reads
To maximise the training impact, we send contextualised content in a digital format making it easy for the delegates to absorb..
We also conduct Assessment Centres to map the participants behaviour, skills and communication in difficult situations.
Ownership & Accountability
Planning & Organizing
Quality & Result Orientation
Efficiency & Effectiveness
Learning Application Tools
Start Stop Continue (SSC)
After the programme we get the delegates to fill out a SSC form, this helps them focus on one learning objective and usually is the basis of the post training plan.
To motivate the delegates we often send out personalised recognition emails to the delegates acknowledging and thanking them for their contribution in the programme.
We conduct individual or focused group sessions where the delegates can focus on how they can leverage their strengths to be more effective in a given situation.
Practice tasks allow the delegates to hone their skills in a safe and private environment.
To maximise the training impact, we also leverage a blended learning approach that allows the delegates access and consume the information on the go..
To help recall of the content shared, we create retention tools that carry a synopsis of the key topics, these can later be printed and placed at their workstations.