Conventional Approach of Learning Development

  • Perception based identification of skill gap
  • Conducted Training Program on Skill Gap Identified
  • Take away from program can be 0-4
  • Retention of Learning dies away quickly
  • Return on Training = 0

Reasons for the Failure

  • Perception is no measure for a training proposal
  • Participants never convinced that they have an area to improve
  • No buy in from Participants thus no learning
Learning process Map

Assessment and Analysis of Program Design

  • Understand the Need of the Organization
  • Run a battery of assessments for the identified Training Need
  • Assessments will throw the present abilities and lacunas in the team
  • Which then will help design a progressive plan of learning
  • Learning will be in 2-4 stages
  • Class room sessions of 4-8 hours each

Program Execution Plan

  • Level I: 1st Module 1 Delivery
  • Post Assessment : Module 1 Learning Measure
  • Level II: Module 2 Delivery
  • Post Assessment : Module 2 Learning Measure
  • Follow Session : Refresher Course
  • Post Assessment : Evaluation of Learning Curve
Personality Assessments tools – Partial list
  • MBTI
  • Communication Skills
  • Emotional Intelligence Skills
  • Influencing Skills
  • Big5
  • Time Management Skills
  • Delegation Skills
  • Commitment/Dedication
  • Work Life Balance
  • BELBIN
  • People Oriented Skills
  • Team Oriented Skills
  • Outcome Oriented Skills
  • Feedback Management Skills
  • Motivation Skills
  • VAK
  • Problem Solving Skills
  • Creativity/ Innovative Skills
  • Action Oriented Skills (Initiative taking)
  • Selling Skills
  • Self-Perception
  • Organizational Citizenship Behavior- towards Organization
  • Organizational Citizenship Behavior- towards Individuals