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 from CorpComm says it’s my turn to edit the weekly., Accountant
What would you like your teams to do?Increase 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 real-world scenarios. 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 participants.
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 participants to get a deeper understanding of their standing in the organisation.
Psychometric Assessment Tool (PAT)
We could also run a PAT which would help us personalise the programme for each participant based on their communication and leadership styles.
Pre & Post Reads
To maximise training impact, we send contextualised content in a digital format, making it to absorb..
We also provide 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 an SSC form, this helps them focus on one learning objective and usually is the basis of the post-training plan.
To motivate participants, we often send out personalised recognition emails to the participants 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 make use of a blended learning approach that allows participants access and consume the information on the go..
To help remember all 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.