Leaders become great not because of their power, but because of their ability to empower others
John Maxwell
By building a culture where people development is driven by continuous and effective learning, your staff and workforce programme is better prepared to achieve, thrive and sustain long term success.
Business and Organisation Training
- Continuous improvement programme
- Results in improving performance, high performing teams
- Staff retention build around motivation and effective leadership
- Creating growth and sustainability, return investment, resulting in improved financial performance
Teams
- Creation of high performing teams
- Culture of Excellence
- A team that is goal focused and has clear expectation
Individuals
- Ability to trust and work with others
- Motivation and commitment
- A greater awareness of continuous improvements and change management
- Improved leadership qualities
Coaches
- Improved effective communication skills
- Giving positive and constructive feedback
- Goal focused effective listening and questioning skills
Champion Mentoring
- Increased growth mindset
- Ability to read the personality, values and diversity
- Good listening skills and knowledge and expertise of the job
- Giving positive and constructive feedback
Education Consultancy
- Recruitment and staff retention
- Creating and supporting a high-performance programme
- Building a high-performance team and culture within a PE department
- How do we create a high performance culture work system in our business?
- By setting the scene early, creating an open and honest culture framework. Making open and transparent communication as a foundation from the outset
- Present a goal directed and time focused plan with clear expectations.
- Describe how success will be measured
- Empowering employees by listening and implementing their ideas, encouraging a sense of ownership
The 5 steps to making change
The HPC Training and management alignment process
Step 1: Initial meeting
An initial face to face meeting to establish current situation and determine the changes required to achieve the results you are looking to achieve. Through primary qualitive and quantitative interaction, will allow the team to understand underlying reasons, opinion and motivators and root cause analysis will allow the team to understand the situation and objectives required to make the desired change.
This is a key process and essential in allowing the HPC team to create a training programme that’s tailored specifically to meet your needs.
Step 2: Diagnosis and prognosis
Understanding Why and getting to know how your company works now.
Getting to know the team and the processes involved will allow the facilitation team to understand the culture and current operation frequency that your business is operating under. We will then have a better understanding of the changes required to align effective engagement and leadership.
Step 3: Design the programme
The listening stage is now complete, we then check with you that we have got all the information correct, only then will we design a programme that meets all your training requirements. The training is designed to challenge, change, and transform the work force into an operational excellence phase.
Based on logic researched rationale and evidence, the programme will be designed, and all content shared with all parties involved within the programme.
It’s our main objective to fulfil your specific requirements.
Focused around workplace behaviours, creating the changes required to build trust and motivate performance.
Transparency, everyone knowing involved from senior delegates to operation managers, understanding the expectation and processes is a critical feature in making this investment successful.
Step 4: Execution and delivery of the training programme
We understand that individuals and participants have different learning styles and behaviour and personality types. The overall effectiveness of an intact team is dependent on the strengths and capabilities of each team member. Every one of the team will bring their own specialities and contributions.
Our delivery and programme style in centred around stretching and challenging the way the team are currently operating, introducing new and creative ideas that will support the delegates all-round learning and ultimately apply the learning back to where they are going to make the greatest impact, in their space and workplace.
Step 5: Evaluation and where we are going to make the greatest impact.
An initial face to face meeting to establish current situation and determine the changes required to achieve the results you are looking to achieve. Through primary qualitive and quantitative interaction, will allow the team to understand underlying reasons, opinion and motivators and root cause analysis will allow the team to understand the situation and objectives required to make the desired change.
This is a key process and essential in allowing the HPC team to create a training programme that’s tailored specifically to meet your needs.
By creating an inquisitive process this will allow you to know the business at the coal face. In order to get the best results there will be a need to spend time with your staff and teams who perform the tasks.
To really understand, ask the question WHY as many times as you need to in order to see the challenges which are inhibiting your performance.