1. Assist organizations in designing and implementing learning systems. >>

In my experience, many organizations today consider learning to be a top priority, yet they do not have a coherent strategy set in place for the learning systems they use. Employees usually participate at in-house or external training programs that are being set-up by the Training Teams (if they exist). Unfortunately, training teams alone don’t have sufficient overview, expertise and influence to design and connect a full set of learning systems that help the organization become a learning organization.

This is how I help organizations with this issue:

  • Audit current learning systems in organizations;
  • Build or revise learning systems: training, training on-the-job, mentoring, coaching, off-line library, learning communities, cross-functional experiences, job rotation, job shadowing;
  • Help position learning systems to become strategic in the organization;

2. Assist training teams in connecting people to operational processes. >>

The main purpose of a training function should be to connect people to operational processes. One way to do this could be to have a talk with managers and customize of-the-shelf trainings and adapt them to various audiences. The way I am challenging clients to do it is by developing and implementing a training team identity and strategy with processes and performance standards. This way, they can assure the highest quality possible for the training programs being delivered, both by internal and external suppliers.

This is how I help training teams with this issue:

  • Audit the training team strategy, processes and tools;
  • Build or revise the planning, monitoring, evaluation and reporting processes;
  • Build or revise the analysis process: Training Needs Analysis, Training Needs Investigation, and Training Needs Assessment;
  • Build or revise the instructional design process: manuals, workbooks, hand-outs, tests, checklists, action plans;
  • Build or revise internal training tools: Training Feedback Form, Development Maps;
  • Help choose and implement e-learning solutions;
  • Build or revise development plans for trainers.

3. Deliver tailor-made training programs on soft-skills. >>

I have great respect for training, both as a profession and as a vocation. This is why I deliver training when it’s needed and how it’s needed. For that, I perform an end-to-end process, always starting out with an analysis, helping clients clearly define what knowledge and abilities need to be developed. The trainings I develop are always tailor-made for a particular client, taking into account the job-roles, best practices, culture and specifications. In my delivery methods, I prefer using case studies, simulations, exercises, personal reflection.

This is how I help my participants and clients:

  • TNA: Training Needs Analysis, Training Needs Investigation, Training Needs Assessment;
  • Instructional design: manuals, workbooks, hand-outs, tests, checklist, action plans;
  • Training delivery;
  • Post-training activities: feedback, testing, reporting;
  • Follow-up programs: training, workshop, training on-the-job, e-learning;
  • Coaching and support for revising and implementing action plans;

Trainings I deliver:

  • Coaching Skills for managers;
  • Sales programs for salespeople from B2C and B2B channels;
  • Customer Care & Telesales for call-center agents and team-leaders;
  • Customer Experience programs for managers and employees;
  • Other favorite trainings: Teamwork; Volunteering; Personal Values; Personal Effectiveness.