Learning & Development Discovery Session

Learning & Development Discovery Sessions

The common problems that Human Resource departments face can be avoided if there is a plan for continuous learning and development.  There are many moving pieces with any organization but none more impactful than employees who don't do the job they are hired to do.

Often times there could be many internal and external obstacles getting in their way.  Leaders will often get confused and blame lack of training when it's more about the lack of ongoing learning and development.  The issues that consume the human resource departments can be avoided if efforts go towards prevention.

We help our clients by customizing a learning and development plan so they may achieve their organization's goals.

Identify Pain Points
Uncover and understand the problems and issues currently being faced. This is your current state.

The Learning Plan
Determine what training is needed.  Focus on the wildly important goal.  Identify what finished looks like.

Review the Learning Plan with key stakeholders.  Establish training tools and timeline.  Act on the lead measures and deliver training.

We Focus on How to Make Effective Learning & Development Plans with Fresh Ideas

The best learning and development programs increase employees' abilities, capabilities, and skills to create a sustainable, successful organization. It is a crucial part of an employer's business method. Employers cannot expect, as the organization evolves, that their employees' abilities, capabilities, and skills will evolve without a plan for ongoing learning and development. Our Learning & Development Discovery Session reviews the opportunities and challenges that an organization may face and provides solutions to their desired outcomes.

Step 1

The first step is to explore pain points, problem areas, and disengagement of employees.

  • Where are you now?
  • What are the company goals?
  • Understand the team culture and how they work together.
  • Identify obstacles getting in the way.
  • How adverse is the team to change?

Step 2

Second step involves an in depth look at the company's vision and dreams for the organization and its employees.

  • Where do you want to be?
  • And What's in the way?
  • What does the culture look like if influenced?
  • How important is employee engagement to the organization?
  • Leadership commitment
  • One area that requires the most improvement?

Step 3

Third step involves strategies on potential areas that require development. Exploring two to three areas that can show the most improvement to getting closer to what finish looks like.

  • Employee engagement initiative
  • Operations improvement
  • Assessment tools and resources
  • Ongoing learning and development needs

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