Creating Training & Performance Tools
We create the tools and develop solutions to solve your performance challenges.
Training Design
Our bread and butter is training design and we create training programs that get results. We diligently focus on what people need to know and what they will be able to DO at the end of the program. We create content, discussions, worksheets, activities, and on-the-job tools that have a clear link to one’s organization and job. What is learned can be implemented instantly.
We design for large group facilitated sessions and for small group or one-on-one coaching sessions. We also create training for virtual classrooms and stand-alone e-learning courses which are impactful just-in-time learning solutions.
Performance Tools
A great leader of ours once said, “Most people come to work wanting to do a great job, they just need to know what a great job looks like.” We take the guesswork out of what great performance looks like by helping you create the tools (and have conversations) that give employees a clear definition of success. These tools include traditional documents such as job descriptions, performance appraisals, and one-on-one feedback forms; but often include more modern and practical adaptations. Through highly effective performance tools, your workplace will have the foundational resources to lead employees to success.
Course Re-Design
Most organizations have training in place to carry out specific goals but whether this training is truly effective is another matter. We offer course re-designs to help your organization upgrade and modernize old, ineffective training materials or develop new ways to deliver training that produces results. This could mean moving people from a boardroom setting to an online, virtual classroom. We develop training and offer continued support that will give your current content a much needed upgrade and allow you to watch your workplace goals come to life.
Coaching Support Tools
Behavioural change takes more than just training. The “forgetting curve” tells us that, unfortunately, participants can’t retain most of what is learned in training unless it is quickly followed up with use and repetition. Because of this, we create on-the-job tools and coaching supports to use as training follow-up. These tools are intertwined in the learning event and used post-training to ensure a solid transfer of learning takes place.
While coaching support tools are often created as an extension of a training initiative, they can also act as stand-alone tools to improve the quality of conversations between leaders and staff.
