Training and development design and delivery

When an infant is learning to walk, there are a range of things which we do to support that infant. We’ve spent some time getting to know her, we observe the ways in which she tackles the task, we encourage, we demonstrate, we move the task to more difficult terrain, we manage emotional trauma and, once up and running, we work hard to ensure that she doesn’t fall back into the habit of crawling. If only development in the workplace was as straightforward as this little miracle.

At Open the Door we use the psychology of human learning, knowledge retention and behaviour at work to provide you with a range of solutions and services. Below you’ll find some examples of what might be happening in your business right now, the support we can offer, and the outcomes we can achieve.

The situation on your side of the door?

Training and development seems to be great at the time, but doesn’t make a long term change
One size fits all training, which doesn’t quite gel with our people or culture
Uncertainty around what our people and business really need
Personal development which appears to be unfocused
No high level training strategy
Duplication of training around the business with no consistency
Development programmes which focus on acquiring knowledge but little practical application
Technical training but no support with development around confidence or relationships
You’re looking for something other than the usual packages offered by the usual providers

Support to help you step through the door

A careful analysis of individual strengths, potential, and development needs
A thorough understanding of your organisation’s culture and business to enable a tailored solution
An assessment of learning styles to maximise the opportunity
Programmes informed by business psychology theory and research on the way in which we learn, retain and apply information
Development programmes which vary in emphasis and length to suit your business needs
Programmes can be tailored around the themes of:
The psychology of stress and how to manage it
Understanding and motivating people
Effective team working
The psychology of conflict and how to manage it
Enhancing creativity by challenging mental models
Persuasive communication
Evidence based interviewing
Objective setting and performance appraisal
Successful mentoring for mentors and mentees
Effective facilitation
Providing and receiving feedback successfully
Job analysis and competency design
Facilitation for workshops, discussions, focus groups, and brainstorming events
Design of induction programmes
Shorter workshops and seminars for high impact learning
Learning Lunch: two-hour lunchtime sessions, designed to meet the needs of busy business people, focusing on essential aspects of psychology at work to enhance personal performance
Evaluation of training and impact assessment

What we aim to achieve on our side of the door

Learning experiences which are enjoyable, informative, unusual, and memorable
A significant impact on the way in which people work and meet business objectives
Enhanced skill, commitment and enthusiasm as a direct result of development initiatives
Tangible improvements to performance
Higher levels of motivation and confidence
Staff retention and sense of loyalty resulting from the view that training and development is a key employee benefit
Capability issues addressed thereby enhancing employee well-being

As you will know, one of the most challenging aspects of developing people is around how to ensure that it really makes a difference back in the workplace. The training programme or development initiative is not the end of the story. You remember that we said we didn’t want to make ourselves so expensive that you can’t call on us for regular support? We’ll work with you to develop a plan which won’t break the bank ensuring appropriate follow-up and assistance. If you’d like to talk, please contact us.