Training Needs Assessments
Are you able to link individual development needs to organisational goals?
Without a robust training needs assessment process, there’s no way to measure the success of your development program. Yet this important stage is often skipped.
Instead, organisations rely on line managers putting underperforming staff forward for training, or individuals putting their hand up to learn something of interest to them, which can be a waste of training budget.
The data we gather at this stage will ensure that the right people are in the training room, and that the skills and behaviour gaps that you want to fill are clearly defined for everyone involved. We’ll help you ensure that the staff being trained are in a position to make a difference to your organisational goals and that they understand that direct link. This creates buy-in from the participants and ensures that your training budget is used effectively.
How does a 4-month program for the price of 1 traditional training day sound?
Using over a decade of industry knowledge, we’ll partner with you to create a development program that works for your people.
- Training needs assessment
- Focus groups / interviews to align stakeholders
- Coaching to engage participants and set individual goals
- Confidence benchmarking surveys
- Tailored workshop content
- Coaching to embed learning one and two months after the training
- Measurement of confidence shift and behavioural change
- De-brief meeting and ROI report
the value of traditional approach
That’s over 25 hours of work by us for the equivalent of 10 hours work at traditional training rates – 2.5 times the value. We support people individually to change their behaviour and we measure our success so you know how it’s made a difference to your organisation.
Do you want short, enjoyable and effective learning sessions that feed straight into business as usual?
No-one has the time or money for fluffy, feel-good, full day sessions any more. We provide fast paced, fun sessions which give people an understanding of models that are relevant to participants’ situations, and supply tools and templates to make the new learnings immediately applicable.
We’re able keep this part of the program short because we’ve already obtained participant buy-in before the training, and they’re clear on why the new skills and knowledge are of relevance to them and their success in the role.
Getting people to understand the content is the easy bit. We then follow up in 1:1 coaching sessions to support delegates to find a way to apply that new knowledge to their everyday work. This individually tailored follow up is key to our approach and to successful learning transfer.
- Management and Leadership
- Time Management/Personal Effectiveness
- Conflict Management
- Influence and Persuasion
- Presentation Skills
- Negotiation Skills
1:1 and Group Coaching
How about we make coaching available to all levels of staff, not just senior managers?
In addition to the follow-up coaching that’s a vital part of our learning solution, we offer what’s traditionally been called Executive Coaching to all levels of staff. Often, it’s not a lack of knowledge that stops someone being successful in their role, it’s their lack of self-confidence, an overloaded diary or an inability to relate to others successfully, and that’s certainly not particular to people in senior positions.
We take a holistic view of each person and offer affordable coaching programs to accelerate individual development at any level of the organisation.
A mid-level manager for example, who has 10 direct reports and no time to reflect on their performance as a manager, would benefit greatly from pausing and considering how they and their team might be more effective.
Why not invite us in once a month for a day and allow us to support your people to be both on-purpose and present?
Do you need more evidence that your training is making a difference?
HR and L&D managers often don’t have the data to prove their success that other departments such as sales or customer service do. Historically, it’s been accepted that ROI on training is too hard to measure, but if we can’t prove that the money you’ve spent has made a difference, it’s really hard to justify you spending additional training budget. It’s in our interest to prove our worth so that businesses have more budget to invest.
- Training needs assessments – to determine the gaps we need to fill
- Confidence surveys – to gauge current confidence in particular skills
- Delegate feedback surveys – to evaluate our services
- Evidence of behavioural change – to validate participant claims
- ROI reports – to evaluate the difference your investment made to the business, using 4 levels of feedback;
- Participant reactions
- Learning transfer
- Results on the job
- Organisational impact
- 360˚ surveys – to get a comprehensive view of development needs from managers, peers and direct reports
- Coaching goal sheets and de-brief reports – to measure the effectiveness of our coaching programs
Busy? Doing less = doing more
“Hey, how are you?” “Busy! So busy!!” Sound familiar?
It seems we all have too much to do, so we try to pack more and more into each day. Yet the real key to being more productive is taking time to stop, reflect and choose.
Famously, Google ask their employees to take 20% of their working hours and do something other than work. As long as it’s legal and ethical, they have free rein.
Why? Creating space makes us more productive and focused. You know the frustration you feel when you’re struggling to remember detail in conversation, maybe an actor’s name or someone you went to school with?
But then you take some space…. forget about it, do something else. If you consciously choose to let go, how often does the answer pop into your head when you least expect it?It’s the same principle. When you stop the “busy-ness”, great ideas and connections open up in your brain.
So how can you apply this? Well, if you have direct reports and you’re organised enough to create thinking time in your day you’re doing better than 90% of managers and leaders. You’ve probably freed up time in your day by delegating tasks to others – quite rightly. You need your thinking time. So start by scheduling that into your calendar.
But, since your people may not have anyone to delegate to, they’re not in quite as fortunate a position. And the more you delegate, the less room they have to move, or think. You need to get them creating thinking time too.
Great time management will impact staff effectiveness and ultimately the bottom line. Here are three suggestions to get your whole team thinking proactively, making better choices about how they spend their time at work and therefore being more successful in their roles:
1) Structure thinking time into the week. Encourage people to sit somewhere (or take a walk) quietly and reflect. Getting them into the habit of reflecting for 20 minutes at the end of the day before planning the next day’s work will set them up for success.
2) Leave buffers of free time in each day. When your reports plan their work proactively, encourage them to leave 10-20% of their day free. There will usually be something unexpected coming from left field, so it’s best to allow for this. If not, they’ll have the pleasure of finishing tasks ahead of their scheduled deadline, which is incredibly motivating.
3) Encourage ownership of priorities. Give people permission to push back and prioritise tasks that feed into their KPI’s over the general tasks that get delegated to them. Ensure they’re chipping away at the achievements that you’ll judge them on at the end of the year. It’s really easy for people to lose sight of the bigger picture and waste time doing the urgent, while forgetting the important.
These habits will stand your people in good stead throughout their careers as they take on more complex and senior roles – they’ll get more done because they’ll be more focused and purposeful, and you’ll all be a lot less stressed.
Try these tips and get so more out of each day.
Busy? No. Productive? Yes!