The first step includes the collection, organization, and assessment of the information pertinent to diagnosing a potential learning intervention. The goal is to identify the gap between the desired capabilities of the organization and the present competencies of the employees. Organizational context and business drivers are also analyzed. Key in this phase is the support of the management and a clear agreement in terms of strategic importance.
Step 2: Setting Objectives
In this step clear and specific learning objectives are set in agreement with management. These objectives will address the expectations in terms of organization and individual change. Objectives usually include performance measurements and quality standards in a given business context. A consensus should also be created and a first time line is defined.
Step 3: Program Design
A key element in this phase is to include all data from step 1 and 2. The most important part of designing the program is to determine the structure of the learning intervention, and the sequence of the training. We generally suggest action learning programs which include several modules. These programs create a much higher reality orientation and are a more realistic learning environment for executives.
Step 4: Program Implementation
In this step the program is delivered and action learning teams are created which will address clearly defined and significant business projects and problems. These programs have several modules and are spread over a period of 6 – 9 months. In the final session participants will present their project results to management. An individual assessment takes place in the beginning of the program and a development plan will be implemented by the use of ongoing coaching.
Step 5: On-the-job Support
Our programs usually reach beyond the classroom and provide on-the-job reinforcement and support. Learning transfer is a key requirement for every training program and this step will determine whether the learnings of the program will actually generalize and transfer to the job. The major element used to make sure that the on-the-job support really happens is the ongoing coaching approach.
Step 6: Evaluate Results
The sixed step is evaluation, which includes data collection and analysis which took place during the program as well as the assessment of the overall effectiveness of the program. Evaluation seeks to measure the reaction and learning of the participants and the quality of the program. This is a key step which provides the organization with the opportunity to gain insights on how to revise and strengthen a program and eliminate barriers to its reinforcement.