Case study
Content Main
Training Philosophy
Inherent in any training environment is the danger of the ’I've heard this all before’ or ‘What's this to do with me’ mind set.
Powerful messages alone do not stop premature closure in learning. Powerful messages and engaging behaviours empower people to get hold of the learning and see the value in applying it.
The material used in compiling the programmes that we deliver incorporates a broad range of sources ensuring leading edge insights and the use of best practice in the field of team development.
Based on the work and research of leading personal and professional development specialists, the material used has a proven record of achieving successful results.
The real value in our programmes is in 3 main areas that contribute to the ‘stickability’ factor:
- Design
- Facilitation – Accelerated Learning Model inherent in this
- Programme follow up and support
Design
The design process of any programme will take into account any existing models, messaging frameworks, initiatives and organisation models currently (or recently) employed by the organisation.
The intention is also for the design process to take into account the valuable input from the most influential and experienced individuals within the organisation (based on careful selection of senior executives and other identified stakeholders and content experts).
This is done to ensure that the programme is relevant, consistent and easily aligned to corporate initiatives that exist, supporting the longevity and continued sustainability of the training and its overall objective – to encourage a shift in culture from an inconsistent way of seeing the organisation and representing it, to the definition of the voice and behaviour of a unified leadership community to lead the organisation…through a consistent view of what the organisation stands for, believes in and how individuals are able to articulate this.
The facilitation process is based on the facilitator drawing on the insights, opinions and experiences of employees in a way that celebrates and recognises ways of working and draws out examples relevant to the group. The learning is embedded through practice as delegates are continuously encouraged to be at the centre of the learning and application process.
Facilitation
The facilitation of programmes relies heavily on an inclusive and interactive approach that keeps the outcomes firmly in the hands of employees, and recognises that the brand and supporting culture of the organisation cannot be forced, but gently moulded once the permission of each employee has been gained.
The process involves setting out a clear high level objective for individuals on a programme, drawing that down to a common baseline language, and then empowering each individual on a programme to craft their space within that framework ¨C constantly allowing for and inviting employees to challenge and test the shared values, ethics and desired culture of the organisation.
Programme Follow-Up & Support
Emphasis is placed on extracting the unique insights, points of view and contribution from each participant in a session. It is through this process that the learning from programmes is able to stick, as individuals have been encouraged to own their own development and apply it directly to their own working environment. With regards to pre-work, programme support and follow up, there are a number of areas that we would recommend additional work to ensure the learning is embedded and sustained:
- Pre-Work
- Collateral to support the programme
- Online ‘tests’ to embed learning
- Toolkits to take-away