Too often, “training” is a standalone, off-the-shelf, tick box solution delivered by trainers who are parachuted in, work from a manual to deliver a fixed programme – often based on a standard process or mnemonic – and have no clear idea of the context you operate in. The result is that learning is rarely shared, exemplified or even used after the learning event.
The Openside Approach ensures that the skills and behaviours you choose to develop are directly linked to your unique context, your desired strategic position and consider your current firm-wide strengths and weaknesses.
Fundamentally, our diagnostic approach enables you to make a strategic case to your firm’s senior leadership team for learning and development that goes well beyond simply offering a training needs analysis or static competency framework. It also ensures that training isn’t delivered in isolation.
Understand desired strategic position and context
Define critical skills and behaviours
Firm-wide Development Plan
Once we have defined the context for development, the next stage of The Openside Approach is to design and deliver the content of your programme – the diagnosis plan is put into action.
Many training firms claims their programmes are bespoke. What is truly bespoke is your context. Crucially, we don’t force you into our programmes, our content is designed and delivered to fit your context.
After the programme, we will help you to ensure that the learning is used, shared and exemplified well beyond the learning event.
Strategic case for Development Plan
Programmes designed and delivered
Ensuring the learning sticks