In our training courses we don't 'lecture' or 'instruct'. We know how most adults learn best: through discussion, problem solving and practical exercises which, in short, is known as experiential learning. So, in our training courses we act as 'facilitators' and guide our participants through a learning journey. This never fails to engage our audiences and we are proud always to get glowing feedback on how we run our training events. You can read more on the Facilitation page of this website.
Having said all this, we design our courses to be focused on Business Results. Before we run programmes we agree with our clients what they will accept as success and we put into place measures to assess the impact (results) of the training we provide.
We understand that one of the challenges connected with training courses is how to apply learning back in the workplace. This is why we recommend following up training courses with individual Coaching. In this way we help individuals to embed their learning in their everyday leadership and management roles.
Some years ago one of our clients asked us to work with their Directors and Heads of department to improve the performance of their business.
We started this assignment by getting to understand the company and its challenges. We learned about the key performance indicators that needed to improve and we put together a development plan that took the whole company on a journey of development. Together we changed the ethos from command and control to one of employee empowerment and engagement. This required some work on leadership styles and effective management practices, better communication, dealing with conflict and holding difficult conversations about performance. A combination of training courses, run in facilitation style, brought all line managers up to the same standard of knowledge and skills and personal coaching to suit individual needs succeeded in delivering what the company needed. And further work with all employees helped to take the whole company along with the change process.
Later analysis showed improvement in all key indicators (corrective actions, customer satisfaction, staff turnover, staff satisfaction, process efficiency and Quality) that the training and supporting coaching had been designed to address.