We design programs based on these principles:
Learning is an individual, self-guided process: people take motivated action in a development process, if they have the notion (cognitive and emotionally) that they want to have more abilities, to act or to experience differently from what they currently do.
Learning is a social process: in a group and context people learn from and with each other by sharing contributing, realising personal openness and depth in the content .
Working from business objectives: the program begins with gaining a good understanding of the business objectives and needs. It ends with an analysis of the progress that the program has brought to these.
Results make talent visible: we work with principles of action learning. Work with others on actual issues that give a chance to learn and to operate and perform at a higher level. The results of this active process confirm talents and further development areas to self and to others.
Co-operation from the start: participants, principals and HR staff are involved from the start as partners in the program. In our vision a development program is a joint process and not something that an organization or participant ‘consumes’.
The nature of development issues and underlying patterns can vary widely. Concrete experience shows that clients with help of these custom development programs accomplish results such as:
- A systematic, accelerated strengthening of the idiosyncrasy and capabilities that are decisive for success in a job, role or career phase;
- Creating a movement – focus, energy, openness and focus with a group of participants (and possibly leaders of the organization)
- Making talents of participants visible by action.