When designing a complex development program, we challenge our customers to think on what business performance (KPI) they would like to see being demonstrated by the target group and beyond. So, the expected outcome comes first, and the design of training content is just the final step of the preparation phase.
DVC also starts from the organization’s business goals, just as any planning processes would do. However, as an irregularity, it focuses on the ‘critical behaviors’.
We seek to answer the question, what is that activity, behavior and attitude, which is essential to reach the target! Then we touch on every job that either directly or indirectly affects reaching the given goals. The whole development process is planned by the help and specific toolkit of the Kirkpatrick methodology setting what result, behaviour, learning and reaction to the development to reach.
As a following step, we look for those processes, systems and tools that support and sustain the defined critical behaviors. The outlined planning process is realized at a DVC workshop, which is attended by the managers of the company, selected employees and specialists of Develor.
The development will evidently be based on the defined action plan prepared at the workshop and will be delivered in an impactful and memorable way. The application of the required critical behaviors and processes will be ensured by specific implementation support tools and will also be monitored and tracked by the predefined measurement tools to meet the set business objectives.
The workshop and its end results and deliverables might guarantee a measureable business result, therefore focusing on a training intervention as an investment, which has a direct contribution to the business. An essential preparation program if you need a training intervention, which brings solid value to the organization.
Let’s talk and build the right solution for you.
Leave your details and we will contact you shortly.
Climate change, natural disasters, energy crisis. We can feel them in our skin. What can we do? Is there anything we can do to mitigate these negative impacts?
“Your brand is what other people say about you when you are not in the room,” says Jeff Bezos. Self-awareness and defining your leadership role as a female leader is paramount. But self-awareness is not enough, we also need to define how we present ourselves to the world. Personal brand is key for anyone who wants to be successful in their field. Women leaders also need to consciously build and develop their personal brand.
Numerous studies show that diverse teams – in case they are managed well – perform better than homogeneous ones. Social groups are increasingly making their voices heard and there are more opportunities for social injustices to be addressed. So everything is going in the right direction. Or is it not?
If you aim at establishing an engaging culture and environment or improving current HR and management practices to boost retention, Employee Journey Mapping is a great tool to assess the present state, brainstorm new ideas and plan the implementation in a conscious and attractive manner.
Our world is undergoing rapid changes in many arenas. Our customers are getting more powerful and make demands which have not been seen before. They want to be served through various channels, they want to get things done fast, seamlessly, without efforts. Customer Experience is a key differentiator in today’s business
Employer branding is often misinterpreted; it is neither Recruitment Marketing nor just the communication as an employer, but the conscious process of positioning and promoting an organization as the employer of choice to a desired target group. One that a company needs and wants to recruit and retain.
The onboarding period and the impressions gathered by a newcomer set the tone for the entire employee-employer relationship. The onboarding experience can ultimately determine if that relationship will be fruitful or painfully short. Loosing talents during the probation period is a real risk for every company.
Highly engaged business units have 12% higher customer advocacy, 18% higher productivity, and 12% higher profitability (source: Gallup). It is not a question any longer that highly engaged workforce is a differentiating factor. But driving engagement isn’t easy and requires a sophisticated approach.
Do you face regular organizational changes? Would you like to know who the main opinion leaders are in your company? Do you want to identify potential talents, mentors or people with leadership potential? Or on the contrary, do you want to identify people with burnout risk that you can easily lose without intervention?