1. DESIGN THE Process (20%)

We travel to your worksites, where your people are delivering efforts on behalf of your teams.  There, we find out what are the strengths, what are the weaknesses, the opportunities for individuals and teams, what do THEY want and how does it line up with your company’s goals.

From here, we provide findings to our partners. It will highlight the needs of various levels of the everyone’s leadership teams and their role in rolling out any agreed enhancement plans.

3. INfluencing phase (50%)

This is the magic.  Traditional programs will say we successfully delivered training and your people are ready to go.

Consider this scenario though.  You took the training, you loved it, the ideas were mind-bending, you are going to change the world upon your return to your workplace.  First day back – phone is ringing, 10 people at the door, 200 emails awaiting your response and there goes all those good intentions to implement that training.  

Sound familiar?  Yeah, we thought so too.  We have been that person, and so have you. Where we work to change that paradigm is in the influencing phase.  Our people, often the same ones who gave the initial training, travel to the workplace with your team members and work to identify one or two key wins that they can reach.

Together, the partnership will then go about putting these ideas, these wins into action.  Observations will be given through various feedback mechanisms, requests for 360 feedback will be sent and received, progress is charted and the partners start to move forward as they see and feel their successes.  

They cycle continues as you get one or two wins, then it’s three, four, …..

2. Building leadership knowledge (20%)

This is often leads to the heavy-lifting phase. Our mastery is to develop pre-work baseline learnings, training curricula and post-training observation enhancement programs.

Developing and delivering actual training is the key to the ‘Want To’ phase below.  It is here that people either buy-in, put in time or ignore.  Obviously we are aiming for buy-in, yet we will work to understand the others and why they feel this way.

4. After action review (10%)

This is the time to tweek the program.  We ask questions of the people we worked to influence as well as the partnership friends.  Questions like:

Was it successful as defined?
What worked well?  What didn’t? 
What can we do to continue the success or define the next steps to be taken?
 

This may even include a refresher seminar to help reinforce the learnings and actions taken.

And that's it!  

This is why it is so important that together, we identify how we will know we have been successful back in the Design Phase.  Either we met the criteria or we didn't and if we didn't, we will identify the reasons why and what should be done to go forward.