Customised Training
It is imperative that participants are able to practically apply their newly acquired skills in the workplace. Each of our programmes, albeit through classroom training, customised programmes or elearning, use real life scenarios and case studies to allow the participant to practice their skills in a safe environment. This creates maximum effect in the workplace.
Once the participant is back in the work place, they have access to our highly skilled consultants through telephonic, on-line or on the job coaching and mentoring. Mentors focus on the participant, their career and support for individual growth and maturity, while the coach is job-focussed and performance orientated.
Our ultimate goal is to meet your individual and organisational development needs. Our approach is flexible and adapted to meet your specific requirements.
Effective Training
Effective training is the foundation for powerful learning. Effective training is to train the right things for the right situation in the best possible way. The result of Effective Training is higher motivation, a higher level of engagement, lowered training costs and increased training results.
When there’s a lack of Effective Training:
- Training seems like a waste of time
- Focus on theory and PPT-presentations during training event
- Participants don’t show up or don’t complete the ongoing training
- Participants have difficulty describing the goal and purpose of the training
- There is little or no individual preparation before the joint training event
- Evaluations are used only to show how well the participants liked the training event
Learning Transfer
Learning Transfer defines how many people actually apply the new behaviours when they get back to the workplace so it effects the organisation in a positive way. The level of learning transfer is normally extremely low, close to only 15 %.
When there’s a lack of Learning Transfer:
- The managers are not involved
- It’s difficult to break old habits – the training is easily and quickly forgotten
- It’s unclear how the training will be applied in the workplace
- Desired change in behaviour is not fulfilled
Create Learning Transfer by:
- Support managers in how and when they can be part of the training
- Design for application from the very beginning
- Make sure to visually show to the participants and their managers how the training is applied and the results of this
- Start with the end – what behaviours do you want to see more of?
Results
Results is the value created after the participants have applied what they learned. It is also a message to the organisation that the training has met expectations.
When there’s a lack of Results:
- There is uncertainty about what value the training has
- The training is questioned by the organisation
- It’s difficult to see what the ROE and ROI of the training are
- The training is cancelled due to lack of time or an attempt to cut costs
- Start with the end – define the expectations from the organisation
- Engage participants and managers to create and evaluate personal goals in line with expectation
- Make the participants’ goal, as well as their progress, visible to both the participant and their managers
- Review and evaluate the individual goals continuously during and after training
Assignments are the core of Integrated Learning and Promote
There are basically two different types of assignments in Promote: assignments used to prepare the participants before the training, and assignments used to make the participants apply what they’ve learned in the classroom once they get back to the workplace.
Preparation
With preparation assignments or pre-course tasks of - for example - e-learning, reading or taking a simple test - Promote ensures that each person has the necessary knowledge before they start so that they can get the most out of the training. With Promote, we can also create positive peer pressure that motivates everyone to be well prepared. It‘s inspiring and motivating to see what others have done and how they‘ve done it.
Event
The pre course tasks aim to maximise the time in the classroom for training and group discussion. Assignments can also be used during the actual training event in order to make the participant reflect immediately and to share results of group exercises.
Application
Situations where the new or improved skills should be applied are identified and the participants are given the opportunity to apply the skills in real workplace situations as much as possible. The real change is manifested in the work place.
Set the goals
A key component for us to feel motivated is that our manager is engaged in what we do. With the help of Promote, we can involve the participants‘ manager before, during and after the course. By letting the participant and manager work together to set the individuals personal goals, he or she becomes engaged and motivated. This also enables the manager to encourage the employee to really train and practice after the course.
Review the goals
During this training the participants are promoted to reflect on their progress, and track, review and update their goals accordingly. By reviewing and tracking the goals regularly, the participants are more likely to stay on track towards a changed behaviour.
Evaluate the goals
After the training, the participants are promoted to evaluate the goals together with their manager. To what degree have the goals been reached? Different actions and methods. It‘s important to evaluate the goals, actions and methods to see if you have chosen the right ones.
