“For the best return on your money, pour your purse into your head.”
At INSPIRE, our goal is to bridge the gap between business theory and practice. We make sure that our trainings reflect the participants’ workplace environment, while drawing on real-life business cases.
We believe that a training’ business and developmental outcomes can only be achieved if certain non-negotiable requirements are met.
- First, participants must feel accountable for their own growth.
- Secondly, the training’s effectiveness needs to be measured.
- Finally, the training is just one of several stages of a comprehensive process.
To make it all work, a viable structure is needed. Our programmes are designed around the same framework comprising five key phases:
- Needs Analysis conducted by means of focus groups, on-the-job observations, Mystery Shopper or 360 degrees feedback;
- Pre-work which prepares the ground for the training;
- Training based on Kolb’s four-stage cycle of learning;
- Follow-up involving the use of such tools as personal development plan (PA) and coaching on the job;
- Measuring effectiveness by applying business indices and competence tests.
Now let’s put some flesh on this bare- bones structure. What areas of professional development do we cover with our trainings?