Developing talent for both current and future roles is one of the most important activities to be conducted for accelerating the growth and capabilities of an organization. Considering the cost of most developmental activities, the availability of so many different type of learning material and the complexity of determining if the developmental activities chosen will serve the purpose and is appropriate for a particular audience, deciding on development activites is quite a challenge. Thus, before making any decisions, it is wise to gain a thorough understanding of your organization developmental needs and constraints and a good way to start is to conduct a training needs assessment.
Training needs assessment:
Using competency as a tool to conduct training needs assessment adds considerable credibility to the process and results in a consensus about current skill levels and areas identified for improvement. It also focus training needs assessment on employee performance. By conducting the appropriate statistics, information about the needs for different groups and functional areas and different level perspective can be provided, thus providing direction for departments or the entire organisation. However, competency is not the only important aspect to consider when conducting a training needs analysis.
To achieve effective training needs assessment, we encourage an approach that considers the organisational context of the training requirement, users of the training, the content of the documentation used in the training, the suitability of training to resolve the identified organisational and/or performance problems or needs and, lastly, a cost-benefit analysis of the proposed training. With this type of training needs assessment, you will have all the information needed to make a good decision about what are the right developmental activities needed for your organization and will ensure a better ROI.
If you need help to conduct a thorough training needs assessment, contact us at email@example.com or at 784.527.5794
Following is an overview of developmental strategies that have been proven to provide a high ROI. We can deliver and customize all of them based on your organizational needs.
On-boarding begins engagement before day one and contributes 20% to overall engagement levels. People who experience a well-designed experience in their onboarding, supported by a structured consistent process are 69% more likely to remain with their organization after three years. Given that replacement costs and related inefficiencies can cost 150% of the salary of an individual, the reasons to fully leverage onboarding are clear.
Following are highlights of our on-boarding strategies:
- Pace the onboarding focus over 90 days to deliver the welcome, accelerate assimilation, learning and engagement.
- Incorporate peer advisors, manager checklists and automated communication.
- Benchmark onboarding progress and track it with engagement and retention.
Performance Management & Coaching:
Integrating a coaching approach in your performance management system and training all your leaders/managers on fundamental coaching principles and techniques
Executive coaching is the one-on-one development of an organizational leader. The purpose is the development of the leader skills, and executive coaching is intended for organizational leaders (whether or not they are in an actual leadership positions).
They are many great benefits of coaching such as one-on-one focused development, specialized personal learning, confidentiality, personal accountability for improvement, develop capacities faster than most instructional programs, and in areas where training programs do not exist.
Custom Development Program:
- Leadership development program
- Mentorship development program
- On-boarding program
- High potential development program
See an example of a custom Leadership Development Program
Following is an example of a result-driven training
- Fundamental Leadership Training Series Program
The Fundamental Leadership Training Series Program is part of a leadership development program and also available on a stand-alone basis and consists of in-class lecturing and practical individual/group exercises, work simulations and work practice assignments. The entire program includes a total of 9 days of training covered over a one year period divided in three series of three days of training. Each series cover critical leadership competencies proven to be fundamental to the sucess of leaders and are offered independently of each other.
Fundamental leadership training program:
- Successfully transitioning into a leadership role
- Developing the leadership skills for leading oneself
- Knowing yourself
- Effective meetings, planning, decision making & problem-solving
- The art of delegation
- Influencing by communicating effectively
- Building relationships with peers, teams and alliances
- Driving results management
- Leading others
- Knowing your team
- Understanding group behaviours and teamwork
- Conflict management
- Driving performance: The new approach to become and effective leader
- Change management
- Developing employees
- The Manager/Leader as a coach
- Engaging and retaining employees
First 3 day training series:
Day 1: Knowing yourself: A fundamental to become an effective leader
- Psychometric assessments: Their role in gaining insight about yourself
- Impact of your personality on your team and in the workplace
- How can personality work-related assessments maximize your performance?
- Management Style: How it influences your performance?
Day 2: Driving performance: The new approach to become an effective leader
- Strategic performance management model: The importance of alignment between the organizational, the team and the individual performance management system
- Driving individual and team performance: What does it takes?
- Using coaching principles and techniques to drive individual and team performance
Day 3: Engaging and retaining your talent: The last step to being an effective leader
- The link between employees’ attitudes and actions and the organization’s performance
- How leaders can drive engagement: Know them, Grow them, Inspire them, Involve them & Reward them
- Why employees leave? How to recognize the signs and act before is too late
If you are interested in any of these developmental activities, please contact firstname.lastname@example.org or at 784.527.5794