Workshops

Our workshop setup

People all have different learning styles. In our workshops, we support all learning styles: Activists, Reflectors, Theorists, and Pragmatists, employing the learning model of Kolb (1984).

We apply theory, exercises, games and aftercare in the form of follow-up meetings and instructions to maximize retention and stimulate application of learned best practices.

Games are used to establish a pattern of behavior, and are therefore a very important part of the workshop setup.

Lastly, Storytelling is used to ensure retention and to provide models of application of the theoretic models

Learner centric methodology

Many workshops stop after delivery. Many attendees don’t set goals or implement the learned materials into their work.

We overcome this by offering 90-minute follow-up sessions included for every workshop to discuss and overcome challenges. The chart below illustrates the learner’s journey.

During Workshop

Attendees are required to check-in

Training attendance

Attendees set their own goals during the workshops

After Workshop

Share goals with manager

Review Training content and learnings

(Re) prioritize and set goals

90 minute follow up with trainer

Set short term and long term learning goals

Management support methodology

Many workshops fall short in driving behavioral changes. One of the reasons is that attendees don’t report the training content back to their managers. As a result, managers will not able to support and encourage learners to change their habits at work. Understanding this challenge, we offer comprehensive documents for managers including:

A management report

A one-pager of the course content

A questionnaire to check training content from the attendee’s viewpoint

A goal setting document to integrate learned behavior into day-to-day working activities

A document for long-term learning goals so attendees can work with their manager to continually build their professional development

Our workshops overview

Presenting with impact – Basic and advanced: Learn hoe to deliver a presentation of any kind confidently and impressing your audience.

Negotiation skills – basic and advanced: Learn how to positively influence your counterpart so you can reach your goals, and close your deals.

Train the trainer – basic and advanced: Learn how to share your knowledge effectively and seeing it used in real life right after the workshops - successfully facilitating (large) group discussions.

The art of selling: Learn how to influence your buyer and sell your products and/or solutions with enthusiasm, doubling your sales target

Time & attention management: learn best practices in the business to stay focused, and clearly prioritize how to plan your day so you do what will get you the results you want - every day again.

Leadership & management - Fundamentals for starting managers: Become aware of the shift in your tasks as your move into your manager role, and how to handle this shift effectively by building a strong and capable team

Leadership & management - Delegation & empowerment: Learn a clear set of tools that allows you to check your employee type, provide the right instructions and grow trust and accountability in your team, allowing you to get things done through other people

Leadership & management - Building trust & team spirit:

Leadership & management - Balancing your team: learn how to balance your team by ensuring each role is fulfilled, and thus ensuring your team succeeds.

The effortless communicator: Learn the ability to connect with anyone you meet and build better relationships in the process. The ability to use your everyday digital tools to more effect, and creating clearer and simpler communication lines

DISC & DISC Flow accredited training: receive a full individual DISC profile for each attendee as well as the strategies to make the most of this in your work; connect to your team and effectively work with any party you meet.

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Workshops

Our workshop setup

People all have different learning styles. In our workshops, we support all learning styles: Activists, Reflectors, Theorists, and Pragmatists, employing the learning model of Kolb (1984).

We apply theory, exercises, games and aftercare in the form of follow-up meetings and instructions to maximize retention and stimulate application of learned best practices.

Games are used to establish a pattern of behavior, and are therefore a very important part of the workshop setup.

Lastly, Storytelling is used to ensure retention and to provide models of application of the theoretic models

Learner centric methodology

During Workshop

After Workshop

Management support methodology

Our workshops overview

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