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
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→
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→