Training Consultancy and Action Learning

Training and Training consultancy

Training investment

Our experience in training in a business setting guarantees that we are looking at your organization’s needs before we propose any solutions. Ultimately, training is an investment like any other, and we believe looking at return on your investment.
Too often training is seen as a ‘perk’ or ‘nice to have’ to give employees a good time, without looking at what people should be able to do after the training to improve their performance and your productivity in real terms.

Training development process

We start with looking at what gaps need to be closed, defining specific training objectives that you sign off. Then, taking your organizational culture into the equation, we design and develop tailor made solutions.

Training Evaluation

Of course evaluation of the training is build into the solution. Depending on your ambition level in training evaluation, we can do post-training evaluation at reaction, behavior or even bottom- line level.

NLP Training

Contact us about custom NLP training:

  • Accelerated NLP Practitioner Training
  • Accelerated NLP Master Practitioner Training

Both include pre-study packages, and comprise hypnosis and Time Line Therapy® Training modules.

Time Line Therapy® Training

Contact us about custom Time Line Therapy® Training. We are a Time Line Therapy™ Association approved institute.
For licensed psychologists, psychiatrists and revelant other medical health professionals we can offer a 3-4 day Time Line Therapy® Training which they can use to expand their therapy approaches to help their patients. Contact us for more information.

Developing managerial competencies using Action Learning

Action Learning is an on-the-job cost- effective management development methodology originally developed by Reg Revans in the UK.

Competency development through problem solving on the job

It is widely recognized that leaders and managers in today’s organizations need a set of competencies to ensure they are successful and create productive working environments. This set is usually specific to the role and the organization, to ensure competitive advantage.
To be competent, a person needs certain traits and characteristics, knowledge, skill and an attitude to match.
Many management development approaches try to improve competency by increasing understanding and knowledge. Regrettably, without the right traits, characteristics and attitude (which has to do with a person’s values – how they want to spend their time) the effort is wasted.
On-the-job skill development is widely recognized as the most effective way to develop managerial and other competencies. It ensures the right motivation, as one deals with relevant work- day problems which are meaningful to the person and the organization.

Action Learning Facilitation

The strength of Action Learning lies in the combination of developing knowledge and skill in the relevant job environment. The learner’s needs emerge in the form of real-life problems and can immediately be adressed.
Participants are typically sponsored by a line manager in the organization who takes responsibility for the Action Learning project.
Various problem solving approaches using Action Learning exist: groups working together on one problem, and groups where each participant works on their own problem. These problems (development opportunities) can be identified by e.g. an assessment center or 360 degree feedback process.
Participants in an Action Learning group (called set, from min. 4 to max. 8 people) typically work together in cross- functional groups over a period of 4-6 months, during which they meet at agreed intervals of 2- 4 weeks.
At their meetings, they follow a well- defined process to each work on their own problem with help of the others, who through a process of asking questions help to reframe the problem and develop next steps for solutions.
Between meetings participants implement the solutions found in daily work-life and report back at the next group meeting.
Together with the group process this enables people to develop themselves as it carries them naturally through all four steps of the learning cycle: Plan the work, Do in the work, Study/Question in the group, Act to change the approach, etc.
The process is facilitated by an Action Learning facilitator who questions, challenges and supports the group.
Contact us about Action Learning program support.