Our Training Approach
How do we Conduct our Corporate Training Courses?
- Conduct a Needs Analysis
We prefer to do this before a training programme is customised for our clients so as to ensure that the outcomes of the training are in line with the learners’ and the client’s objectives and needs.
- Look at the “Bigger Picture”
If, after taking a brief from a client, it is our opinion that a training course would address the problem, we will suggest other solutions – even if we lose the business in the short term. If a training course is the solution, it is important to integrate this with any other interventions the company is undertaking.
- Small Groups to Maximise Interaction and Practice
We limit our groups to between 12 and 15 learners to enable the facilitator to focus on the individuals’ application of the learning, thereby preventing it from becoming merely a theoretical exercise.
- Instil Learner Commitment
Through our facilitation style, and with the use of meaningful communication, we foster the desire for individuals to improve their work experiences.
- Encourage the Learners to Self-Reflect
During and after the training, learners are required to compare what they have learned against areas in which they need to develop, and make very specific action plans to address these areas.
- Thorough Evaluation Processes
Assessment is done by learners themselves, and their peers, as well as by the facilitator, throughout the training. We offer formal assessment and moderation as well, where we are able to put in place a more thorough pre- and post- training evaluation process.
- Thorough Feedback to Management
This may include: a report on the learning that took place, the individual learners’ needs and how they were addressed, individual assessments, facilitator’s observations, issues arising in the workshop, and recommendations for ongoing development.
- Training is Re-visited to Help People Change their Habits
Learning and development only takes place when people give their skills a chance to take root. For this reason we prefer to implement training programmes that allow for re-assessment over a period of about a year, and we also help learners with ways to re-visit the training material and lessons learned.
- Follow-up Training Support and Coaching
We follow our training with individually addressed correspondence to each learners, encouraging them to re-address the development goals they set for themselves in the training course, remind them of any pertinent learning areas relevant to them, and invite them to contact their trainer for any further help or support they might need.
(Click on here to view a flowchart representing the training process we follow)
Download "Copperline principles for change - website" (200 KB)(Click here to view our downloadable document with tips to assist you with priciples for improving staff’s performance through training)
