Training is a means to ‘optimise’ people. We adapt to the individual trainees. This means that the most effective training method is often in small groups. Before the training starts, we use one or more sources of information to draw up a profile of the trainees.
Training modules
We train in a personal and intensive manner. In our training, modules act as the basic colours on a painter’s palette. The module is given a customised blend for each situation. The modules are not based on one type of theory or license. We combine the most effective concepts from a range of viewpoints. We do this from five perspectives:
- 1. Personal effectiveness, such as
- Emotion and stress management
- Career management
- Creativity management
- 2. Interpersonal effectiveness, for example
- Communicating
- Influencing
- Advising
- 3. Teams and collaboration
- Consultation techniques
- Conflict management & negotiation
- 4. Leadership development
- Management styles
- Motivation and change
- Delegation and empowerment
- Coaching, counselling and mentoring
- 5. Performance management
- Result-based assessment
- Competence-based assessment and coaching
- Competence-based selection and development
- Assessor training
- Train-the-trainer
Tailor-made
The modules can be transferred through a train-the-trainer programme. This may be applicable in large change processes. On request, we provide a package of Transfer methods. These methods ensure the intended effect of the training. A commonly used method is Intervision, whereby the communal learning processes is stimulated both during and after the training.
- The competence profile of the trainee. This can be made using an assessment method, some type of self-assessment or a specific questionnaire.
- The personality profile of the trainee. To create this, we use the Big Five profile. Using the NEO test, we obtain insight into five dimensions of the personality.
- The motivation profile of the trainee. To create this, we use a range of concepts such as the Holland Code, Shein’s career anchors, the Butler & Waldroop Big 8, McClelland.
- The learning style profile of the trainee. The learning styles we use include those of Kolb.
Materials: hand-outs
The materials are based on a series of overhead slides that summaries the concepts and techniques used. If necessary, we use short readers or books. We also use our own literature and job aids: tools to promote the use at the workplace.
Actors
Depending on the theme and objective, we sometimes make use of actors who simulate real-life working situations.