Training
Our Approach to Strategic Training Design
Designed and delivered trainings that increased management’s capacity to respond to change initiatives in several fortune 100 and 500 companies. Training processes enhanced collaboration in matrix settings, increased management’s skills to manage during transitions, increased work groups’ capacity to deliver effective results, and improved capability to identify and effectively manage strategic information.
Align with Vision and Business Objectives
Strategic Learning is a key facet of any operations model (activated vision, intelligent strategy, enabling resources) that moves an organization into its future. Therefore, a Strategic Training session models the desired, current and future, corporate core competencies and strategies. We ensure that participants understand the contribution that each specific training opportunity makes to the business strategy.
Clarify Work Contributions
Strategic Training motivates participants by clarifying how their work contributes to the organization. We support their ideas and their experiences as a rich source of intellectual capital needed by the organization. This affirms competence, confidence, and responsiveness. Read More→
Phased Approach to Developing Effective Strategic Training
Phase 1. Planning & Needs Assessment
- Conduct Initial Research & Clarify Subject Matter
- Identify Subject Matter Experts & Sources for Data Gathering
- Establish Curriculum Review Advisory Group
- Design the Needs Assessment
- Conduct the Needs Assessment (interviews, surveys, focus groups, review of prior training & current organization trends & strategies)
- Analyze and summarizing the data
Phase 2. Organizing
- Set Learning Goals (for overall course & each course section)
- Develop Content Outlines
- Present to and invite 1st feedback from Curriculum Advisory Group(s)
Phase 3. Designing
- Create Instructional Units (this step includes developing and integrating motivational strategies, designing social and topical warm-ups, structuring and sequencing information and crafting transitions)
- Plan Methods and Activities (this often involves getting an overview of an array of methods & their appropriate uses, and designing activities to allow learners to master the course content)
- Prepare Session Plans
Content Expertise
Leadership Self awareness, core values, personal and organization/network vision and mission, motivation, strategic planning & communication, creating learning organizations & sustainable change initiatives, transition management, mentoring, methodologies of inclusion, multi-cultural competencies, systems thinking, creative thinking.
Management Planning, coordinating, team building, process analysis & improvement, coaching, time management, performance management, rewards & recognition systems.
Communication Effective presentation and speaking skills, active & intentional listening, message alignment, interpersonal rapport, influence & communication styles, dialogue, negotiation strategies, conflict resolution. Read More→
Trainer Training
Training Needs Assessment Skills training on how to design and conduct strategic training needs assessment, from development through analysis and subsequent action planning.
Curriculum Development A systematic six phase (26 step) interactive system to produce participant-centered training courses. Covers needs assessment through evaluation. Process involves subject matter experts, clients and participants.
Trainer Techniques Develops skills of interactive presentation (participant-centered), facilitation and coordination of learning activities. Includes engaging and motivating participants, setting the learning climate, maintaining commitment and closing the training sessions. Read More→
Bios
Project Director and Training Designer/Trainer
Sharon Mulgrew, M.P.H, has a background in Community Mental Health and has earned a Masters in Public Health from Yale University. Sharon brings over 35 years of experience designing strategic training and facilitating content rich workshops. She was the internal learning specialist at the Richmond Kaiser Medical Center in the 80s, and since, has developed training programs for organizations as diverse as Sun, Supercuts, Genentech, and the Migrant Head Start Program. She has taught in Universities for the last 30 years and has published two e-books on developing collaborative partnerships in organizations and is an expert on proactive member behaviors in groups. She serves on the Board of the Women’s Daytime Drop-in Center for homeless women & children.
Associates
Technology And Evaluation
Nermin Soyalp holds a MA in Organizational Psychology from JFK University. BA in Statistics, data analysis, Nermin has three years of research/experience in employee engagement and performance management. In addition, Nermin has developed a process that integrates organizational strategy with individuals’ work plans in order to improve work process and procedures, and maintain the desired organizational culture.
Training Designer/Trainers
Innovator Myan Baker designs systems-based, participant-centered learning strategies, training programs, and special events. Informed by nature, her designs help people capitalize on strengths, discover renewed relationships and animate untapped potential for creativity, effectiveness, inclusion and sustainability. She has worked with more than 400 local, regional, national and international organizations, networks and alliances. Recently she has designed for the Center for Innovation and Research in Graduate Education, UW, Seattle (projects in Malaysia & South Africa), Economic Transformations Group, NY (Cleveland, Suriname, Washington, DC.) and an innovative start-up offering breakthrough training to enhance team responsiveness to change.
Mary Ann Gallagher, PhD, has a PhD in Educational Technology from Catholic University with focus on creating transformative learning environments. She has over 30 years experience designing, managing and leading training programs, workshops, conferences and meetings; she is skilled in developing training designers and trainers. She directed an Employment and Training Institute for the US Department of Labor’s Western. She has been the Education Director and Chief Learning Officer for West Coast Green – a large conference/expo on innovation in the built environment. She designed and led training for a demonstration performance management system in a 5,000 person Naval Weapons Research Center. She is a certified personal coach. Mary Ann serves on the boards of Architects, Designers and Planners for Social Responsibility and West County Reads.
Mutima Imani has a Masters Degree in Public Administration with a emphasis in Organization Development. For over twenty years, she has delivered management and diversity workshops for Continuing Education for Public Officials (CEPO). Mutima’s experience provides socially relevant, culturally consistent training, facilitation and consultation. Mutima provides workshops and seminars to educate and motivate employees, and to increase creativity and productivity while working in diverse work environments.
Carla Kincaid-Yoshikawa, MA, Human Resources and Organization Development (1994). Carla’s work has included a dual emphasis on systemic/structural aspects of organization development combined with interpersonal communication and interaction. This has led to a focus on use and development of Internet-based technologies to enable cost effective, transformational and strategic meetings and training sessions that expand collaboration and alignment of organization members toward strategic goals. Through Training in the 21st Century™, a company she helped found, she is creating innovative, engaging, interpersonal processes for self-paced e-learning, Webinars and 3D immersive environments that “bring people together” in ways never before possible.
Diane Richwine is an L&D Program Manager and instructional designer with over 20 years’ experience managing multiple assessment and training projects for Bay Area corporations and non-profits. She is currently developing workshops for Wells Fargo Bank and leading a team of professionals to develop a course on conducting an effective needs analysis. She co-trains a two-day workshop in Instructional Design. Diane earned an M.S. degree in Education from Indiana University. She has been certified in Training Design and Development (UCB) and Education Technology at SFSU.