It is common in a business perceiving training programs as something dropped from “the top”.
Instead, it is essential to engage first-hand the employees approaching a talent development program.
That’s why the need to plan a “kick off”, so to clarify the aims and process of the project, as well as to respond to any doubt/perplexity so as to be sure to leave with everyone on board.

In order to offer satisfactory feedback on people’s strengths and improvements, a simple classroom activity will not be enough.
The tool for this purpose is in fact the Assessment Center (AC).
What differentiates Assessment Center from other group activities is the type of tests, calibrated to the skills you want to measure and the role of the professional expert.
Unlike training, in fact, in AC there is no continuous interaction, but the assessor will observe some specific behaviours by filling in a specially constructed form (observation form).

In order for people to be aware of their areas of strength and development and to make a commitment to work on them, it will be necessary to plan a moment of feedback.
Group feedbacks are smarter solutions but they do not allow deepening the characteristic traits of people and especially the patterns of thoughts that block/enable the development of potential.
That is why planning a moment of individual interviews, in which, with appropriate questions, the assessor facilitates the grow of deep awareness thanks to integration of his/her observations.

In order to ensure that the development commitments made during the meetings do not remain just good intentions, it will be necessary to plan a specific phase of work.
The most effective tool in these cases is the training.
It will be carried out an analysis of the most common working areas creating macro areas and differentiating the programs.
Working in teams, employees will not only improve their specific skills, but they will also have the opportunity to interact personally with colleagues, creating confidentiality and a sense of belonging.

How do you turn a new behaviour into a habit? Through constancy and repetition of new forms of acting and thinking. And how do you train constancy? Through monitoring actions.
That is why we will plan a follow up session as the final moment of the program.
In this way, what you learnt and the new behaviours will be remembered and turned in new habits.