A training course or workshop can be a powerful and positive experience for the participant. Unfortunately, this does not automatically mean the organization’s long term goals are accomplished. Development of competence in organizations is a continuous process. Learning does not only happen during training courses (‘formalized learning’), but also in the workplace, where the skills and knowledge are applied to day-to-day situatopms (‘informal learning’).
We can help you to create a bridge between organizational goals and development goals of individuals; as well as formalized and informal learning.
It is common to ask for feedback after training has been completed. We do this as well. However, we also value reflecting upon the training experience a few months after training was completed. What is the effect on the day-to-day work? Have approaches and strategies been altered? And do peers and managers notice any change? This way, measuring the effect of training is taken beyond the experience of the participant during the training course.
In some of our training courses we embed informal learning. These training courses contain an action plan phase of a few weeks, during which the participants perform their duties as normal but also spend time to try out new approaches and techniques using a personal action plan.
During the action plan phase, participants can contact us if they have questions. We also monitor and control progress, using the concept of ‘accountability partnering’. The action plan phase is concluded by a follow-up session to share insights and learn from each other’s experiences.
Development of knowledge
The effect of some training courses can be enforced by organizing periodic sessions. For example, for internal auditors we have organized a yearly update session to explain the latest developments and share experiences. We can facilitate this, amongst others by conducting guided peer reviews.
Learning and development based on your own training portfolio
In today’s world, employers can distinguish themselves by prioritizing development of skills and knowledge. This can be accomplished in a cost effective way through your own training portfolio. The content of the portfolio is determined by goals, the context of the organization and the target audience. It may contain a mix of learning interventions, such as training courses, workshops, e-learning, guided peer reviews, etc.; which are conducted by internal and external trainers. We can develop your portfolio and take care of training management. Training management may include (support of) training development, ‘train the trainer’ sessions, planning and communication, practical preparations and aftercare, processing feedback and training delivery based on our own portfolio.