Partnership Protocol

The professional development market offers a large range of courses and programmes. Choosing which one to pursue cannot be done in an abstract manner: training is not programming. A training programme’s purpose is to enhance a company’s self-reliance and its capacity for creativity and development. Training allows company staff to increase their ability to adapt to the complexities of any given situation. For this reason we offer a partnership protocol in 7 steps.
 

1. DETECTING: ascertaining a need for training

  • What is the current situation?
  • What is the expected situation?
  • What is the company’s strategy for the coming years?
  • What are the skills to be developed?
  • Who is making a list of training needs and how?

 

2. DETERMINING: defining needs specifically

  • What types of needs are concerned?
  • What are the priorities among these needs?
  • How can these needs be summarized?
  • What do top managers, executives and employees want?
  • How pertinent is professional development for addressing these needs?
  • Is training the only solution?

 

3. VALIDATING: specifying the project

  • What are the general and the specific objectives of the training?
  • What are the project’s conditions for success?
  • What risks or resistance can be expected?
  • What evaluation criteria will be applied?
  • Who is leading and who is following the project?
  • Who validates the project specifications?

 

4. ESTABLISHING THEMES: setting up the training programme

  • How can the training needs and goals be expressed in terms of themes?
  • What are the training objectives?
  • What is the overall coherence of the project?
  • How can the programme be tested?
  • What flexibility and leeway does the project hold?

 

5. EXECUTING: implementing the training scheme

  • How are the internal or external training instructors chosen?
  • Where will the training take place?
  • What does the training cost?
  • What is the timeframe?
  • Will intermediary assessments be made, and if so with whom and how?

 

6. EVALUATING: appraising the gains

  • Did the training produce the desired results?
  • How do the participants put the acquired skills into practice?
  • What improvements are necessary?
  • What evaluating systems are used?

 

7. PRESERVING: maximizing the training

  • What sort of monitoring system is provided for participants?
  • What follow-up support measures are available?
  • What are the long-term effects of the training?
  • What changes have been induced and how can they be consolidated?