Instead of standardized training, there is personalized training available in three phases, based on the real demands and needs of the participants. This includes preliminary upgrading, a curriculum composed of real cases, and one year of post-training assistance: welcome to the world of agility.
“It won’t work. I won’t be interested. It will fail.” The training room gives in to plaintive exhalations. Who hasn’t experienced the disappointing feeling of not attending the “right” training? The one that truly suits them, the one that will genuinely help them evolve and leap over the hurdles of professional obstacles with the sprightly agility of a squirrel?
It must be said that time constantly opens up new avenues for employees in terms of training. This can ignite a firestorm of confusion in the candidate’s mind: how can they choose correctly while sifting through this immense list that’s reminiscent of a Chinese restaurant menu? And once the choice is made, how many of these courses end up disappointing due to their lack of relevance?
To prevent training candidates from getting lost in the vast magma of choices, assumptions, and imposed schedules, and to ensure that the company can rely on a candidate who is well and effectively trained, we propose “à la carte” training programs, personalized and divided into three phases.
1. The beginning: tailor-made
Gone is the Chinese restaurant-style menu. Enter tailor-made options. Like an Italian tailor, we create the training content based on the candidate themselves. We listen. We measure. We administer proficiency tests. And thanks to this customized curriculum, specifically adapted to the needs expressed by the candidate themselves and taking into account their life circumstances, the future “trainee” will feel directly involved in their training. Genuinely concerned. The result? For them, when they discover what has been prepared for them through an initial online video, it assures full participation and the satisfaction of being heard. For the company, it’s a guarantee of a wise investment and the ability to count on a return on that investment. If the candidate has any gaps, a leveling video will be provided before their training begins.
2. Taking the plunge: a practical training
Even though Etienne, Rachida, and Lisbeth all work in the same company, their needs and questions may not be the same. Once their expectations are analyzed, each person will work on concrete cases, files, or applications that trouble them on a daily basis. Theory is left aside. The time has come for practical exercises. Just like the training programs offered, the trainers themselves are also flexible and agile.
3. Follow-up: never alone, for 1 year
After the training is completed, it’s time for an assessment. The trained employee needs to gather evidence, take stock, synthesize, and – most importantly – implement their new skills. Strangely enough, what seemed simple while the trainer worked on a certain application becomes a different story when the candidate tries it out: the application resists, freezes, stalls. Nothing works as well as it did during the course. But don’t worry: for a year after the training, a helpdesk is available for the new trainee. They can ask any questions they want through this helpdesk. Additionally, they have online access to relevant videos related to the recently acquired theme. The triggered mechanism will be maintained, supported, and assisted, in order to help the new trainee turn it into a habit, a positive reflex, and a benefit for all. Finally, the scuba diver of professional training can put an end to their wandering through the solitude of unanswered questions.
They can remove their helmet. Breathe. They too, have become… agile.
