The exercise is driven by your requirement to meet the organisation’s future needs in line with its strategic goals and business plan. It allows an organization to prioritise the multiple competing needs, and to decide on where to focus time, attention and invest the finite resources most effectively.

As a process we engage with your senior strategic teams before joint session's with business leaders for goal and gap discovery. Concurrent and ongoing assessment processes are required with the layers of employee force to gain a wholesome view of the developmental needs and road map.

Strategic maps represent diagram/s of the relationships between key areas of the organization and the plan to collaborate to achieve strategic objectives.

Strategic Mapping lays out the big picture down to the key constituents of its implementation.

These may include targeted activities to build employee skills include continuous learning, structured on-the- job training programs, and periodic testing of employees to ensure they know what they are supposed to know. Strategic Maps are a deft combination of a longer term view to short term or quarterly activities which are monitored and evaluated for impact.

• Involves design of assessments per Needs analysed, and across skills and competencies defined in the learning path
• Skills & competencies mapping
• Assessment path design
• Assessment centre design, development and implementation

Involves real-time performance support as a post-training and ongoing support program.
Includes

• Skill/competency gap analysis
• Mapping appropriate coaches to protégés per gap analysis
• Designing coaching methodology
• Coaching the coaches and protégés
• Designing coaching session input forms
• Designing session analysis algorithms
• Providing improvement data points and coach support to enable them in helping protégés succeed

This involves articulating the key objectives of change and answering critical questions related to the change.
It typically includes:

• Identifying key change agents and facilitators across the hierarchy.
• ICoaching change agents and facilitators on verbal and non-verbal communication.
• ICoaching change agents and facilitators on communicating positivity around the change, and in dealing with negativity.
• IDocumenting the change, its impact, and expected actions and behaviours.
• I Providing schedules and check-lists to change leaders, change agents and facilitators to ensure a synchronous implementation.

Involves end-to-end solution, from needs analysis to developing content that will help learners achieve their learning objectives.
It typically includes:

• Learner profiling
• Needs analysis and learning use cases
• Learning path design (across relevant levels of the Bloom’s Taxonomy)
• Learning aids and tool-kit design and development
• Learning content research
• Learning content development across the learning path

Our services include:



• Rapid e-learning for knowledge that can be developed in a matter of weeks to meet pressing launch or other deadlines and be delivered wherever you need it on an LMS.
• Bespoke e-learning for subjects which require deeper analysis and design
• Awareness campaigns and resources for new products and services, marketing the opportunities and benefits with a range of media and approaches.
• Blended programmes, combining all of these elements to provide a comprehensive up-skilling program for your teams across functions and learning programs.
• Manuals and Technical writing to support Instructor lead training manuals or knowledge and reference material

Involves developing a detailed Learning Plan, or a Training Session Plan, as well as a run through facilities check-list to ensure successful training sessions along the defined Learning Path.
It typically includes:

• Defining learning objectives
• Listing key topics and related concepts to show how they’re connected
• Organizing training material, and contextualize current and desired skills and competencies
• Planning presentation techniques with a view to keeping learning's with varying learning styles engaged
• Indicative timing guidelines
• Pre and In-Session Facilities check-list

Involves defining the Assessment session basis the assessment plan and objectives.
Includes:

• Defining assessment outcomes
• Listing session logistics basis outcome and participant skills and competencies including constitution of assessment panel (where needed)
• Preparing the assessment administration check-list

Involves coach-protégé session agreement, coverage, and impact.
Includes:

• Liaising with line and functional managers to gain buy-in for the program, and seek support to ensure day-to-day business priorities are managed along with coaching sessions to a win-win.
• Monitoring progress over coaching sessions, and liaising with line and functional managers to assess effectiveness.
• Enabling continues improvement, via coach feedback, as well as assessing if and when a change in coach may be required.

Involves actively managing a network of instructors towards achieving the organisation’s training goals.
It typically includes:

• Identifying prospective instructors, based on the learning inventory that needs to be delivered.
• Interviewing and empanelling instructors
• Familiarizing instructors with organization culture, needs, learner profiles and goals to ensure effective delivery
• Coaching instructors for delivery success along defined career path
• Conducting Train-the-Trainer sessions to bring a level of homogeneity in instruction

Involves supporting enterprises with articulating change lucidly for every level within the organisation.

At the leadership levels, it involves:

• Supporting leaders to model the right change behaviours, including verbal and non-verbal ones
• Coaching leaders in exhibiting openness and inclusion through the process of communicating and implementing change

At the staff levels, it involves enabling employees by asking and answering the following questions via multiple modes of communication:

• Specifically from what to what?
• WIIFM: How does my work change as a result of this change?
• Will it really make a difference to me, to teams, and to the business? Or is it a compliance-related change?
• How will success be measured? How will I be rewarded or held accountable for my participation and support of the change initiative?

Involves developing a detailed multi-location training schedule.
Includes:

• Defining and Publishing a training calendar
• Structuring and publishing the courses on pre-defined learning paths across time, to ensure understanding and retention
• Scheduling training sessions to allow for real-life implementation, and re-mediation sessions
• Managing instructor scheduling optimally to provide seamless and consistent delivery of trainings

Involves developing and implementing a methodology to collect feedback, and plough it back into learning design and development and performance improvement goals. I
Includes:

• 360-degree performance feedback collection mechanism, including before and after.
• Training effectiveness feedback collection, and ongoing improvement .

Resource planning is a key to the success of any enterprise-wide training intervention. It involves planning and management of training deliveries, training resource allocation and planning, as well trainer pool management, to ensure timely delivery and effective performance improvement.