Supporting Services
Our supporting services comprise the additional techniques and capability we contribute as required to larger projects. They include:
- Capturing best practice
- Project implementation support
- Conducting training needs analysis
- E-learning
Capturing best practice
"The most powerful process any company can adopt which delivers immediate, measurable and sustained productivity improvements is the transfer of Best Practice."
DTI White Paper entitled 'Building the Knowledge Driven Economy'
The methods we use to analyse key competencies for roles have also proved to be a very effective way of capturing best practice, as demonstrated in the behaviours and working practices of your highest performing staff. Using techniques such as Appreciative Inquiry, Behavioural Event Interviewing, Repertory Grid Analysis and Critical Incident analysis we capture and make explicit the knowledge, experiences and strategies that high performers are drawing on, often unconsciously.
We combine this with work analysis and process mapping techniques to help teams created a shared picture of how business processes are actually working. Doing this as an inclusive exercise with input from many members of the team can be rewarding for all. Drawing a picture of an end-to-end process helps clarify how work in one area impacts on others. It helps build better understanding throughout the business, enabling cross-functional processes to run more consistently and efficiently. It also helps identify where and how processes can be improved.
The output of this work includes:
- updated role descriptions
- competence frameworks
- process maps and procedures
- performance support tools.
It also informs design of learning and development and assessments.
Articles
Best practice in best practice (via information request)
Project implementation support
Our people-focused approach to change management has demonstrated results in projects that had a previous history of failed attempts. Using our five-stage model as a framework, we can help you prepare and execute a people-oriented change process.
1. Identify and build the case for change
We analyse the current performance of people or processes and contrast this with a desired outcome. This will quantify the 'real' people performance improvement opportunity in a way that enables stakeholders to support and establishes the impact of Key Performance Indicators over an agreed timescales that can be used to set realistic expectations.
2. Create the conditions for success
We set the scene for and create the optimum conditions for project success by identifying 'blockers' and 'enablers' together with the enlistment of purposeful sponsorship.
3. Develop models for the changed environment
This is the core of the project. Using our ‘Best practice capture’ methods we identify and validate the new skills, knowledge and behaviours required to bring about the change, and implement new systems and tools.
4. Engage with the users
We establish a clear identity for the programme and its objectives, prepare and execute a differentiated communication plan with underpinning action plan to support all phases of the change journey (Awareness, Desire, Knowledge, Ability, Reinforcement) and leave a sustainable programme in place. We engage people in the need for change and demonstrate how the change will affect and benefit them.
5. Build capability
We analyse training needs, assess capability, prepare and execute a capability development program that recognises that different groups have different needs at each phase of the change journey, and provides opportunity for them to practice and build confidence in their ability to implement the change and supports on-the-job performance.
Recent projects include implementing new process management processes and organisational structure for AWE and implementing a new Intranet, HR Management system and other business applications at Grainger Trust. See our client engagements page for more information.
Links
HR project implementation health check tool (via information request)
Training needs analysis
Underestimating training when implementing change typically results in low adoption or rejection of the change, and treating everybody as if they all need the same training wastes time and resources. Our training needs analysis service provides a structured approach to quantifying the training need, and results in a differentiated training strategy to address real needs.
We will help you define the skills, behaviours and knowledge required to implement change and achieve business goals. We will then help you identify who has strengths or development needs against these requirements and quantify the training need. Finally we will help you define a development programme to meet the identified needs.
Recent project examples include conducting a training needs analysis and process curriculum design for AWE.
E-learning
Including e-learning as part of your learning and development strategy allows you to increase access to training. Using rapid development tools and techniques allows you to disseminate consistent training quickly across large and dispersed populations. Exploiting internet and social networking technologies further extend the opportunities for staff to collaborate and learn whilst working in virtual project teams. With our impressive track record in developing bespoke e-learning programmes for demanding clients such as Motorola and Vodafone, we are ideally placed to help you incorporate e-learning into your developmental programmes.
We are recognised for our focus on designing for performance outcomes and for applying very high standards of instructional design founded on latest developments in occupational and educational psychology. We use rapid development tools and techniques and have developed highly efficient methods for working with subject matter experts. We specialise in using e-learning to create challenging scenario-based exercises and assessments. Recent examples include property management at Grainger Trust and legal conveyance for law students at BPP Professional Education.
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Headlight Communications
