Practice Areas
Training and Development - Learn More
Strategic Approach to Training and Development
We strive to ensure that our training creates meaningful and lasting behavior change for participants, and results in measurable business impact and return on investment for the company. We encourage our clients to approach training and development within the context of a five process steps:
Irrespective of whether the full 5 step process approach is used, all programs address 7 key principles:
- Strategic - training and development must be aligned with and support business objectives and strategy.
- Management commitment - training and development must be formally "endorsed" by senior management and all training initiatives must have their ongoing and visible support.
- Process, not event - training and development is a continuous process incorporating various learning methodologies - workshops/seminars, self-learning, on-the-job experience/coaching, 'best practice' sharing, web-based interactions, etc.
- Competency driven - training and development must focus on increasing proficiency in the critical competencies required for success now and in the future.
- Practical - what is taught must be relevant (industry, client and job specific), uncomplicated, and results-oriented, making participants' work easier, not more difficult. Participants must have the opportunity to immediately apply what they learn directly to their job environment.
- Coaching - managers must understand training content ('what to coach'), know how to transfer ('how to coach') to their people, and take ownership for ensuring effective on-the-job implementation by participants.
- Integrated - training and development should be linked with other organizational support systems (e.g. recruitment and selection, performance management, rewards and incentives, etc.).