When delivering an IAM offering, we always start with a conversation about organization context so appropriate and challenging outcomes can be identified.

With stand-alone workshops, we confirm that learning outcomes meet your organizational and business needs.This can usually be accomplished via 1-3 hours of conversation. You may need to do some homework to prepare your organization for a workshop, for example:

• clarifying the vision and mission of your organization so a business context for the workshop is clear
• communicating with participants to establish the context and expectations for learning.

When embarking on an IAM learning journey, in-depth conversations are needed including discussion of:

• How willing are you to support the development of vital and inspired employees?
• To what extent are you willing and able to collaborate with us on developing learning appropriate for your organization? (Please refer to How We Collaborate and the IAM Touchstones for more information.)
• How are employees currently encouraged and enabled to take charge of their development?
• How much experience do managers in your organization have in coaching their employees? Have they received coaching training?
• How does your business intend to grow? What are your strategic goals?
• How is leadership or career development relevant to your business?
• How can employees learn and develop in ways that will enable business growth?
• In what ways will an abundance based organization help you achieve the growth you intend for your business?
• What avenues do your employees have to hold the conversations that really matter; the conversations that aren’t now happening?
• How do people in other business units / departments provide related development support to employees? We’re thinking of areas for potential synergy, such as performance management, talent identification, succession planning, priming your leadership pipeline, etc.
• What cultural interpretation is needed so that the IAM offerings are understandable and engaging to your employees?
• How ready is your organization for change? Are you prepared to engage stakeholders in developing the purpose and intent, and understanding the business context for a learning project?
• What preparation needs to happen for your employees to be ready for transformational learning? In what ways might you need support and guidance in welcoming natural resistance to change?
• How open are you and key stakeholders to being coached?
• What is the purpose of introducing IAM learning into your organization? What specific outcomes do you want to achieve?

Once outcomes are identified, we would design delivery to ensure that KT&A and IAM offerings meet the needs of your organization.

Typically our plan would include:

• Learning Objectives
  Linking desired outcomes and IAM offerings to specific learning objectives. We keep in mind leveraging existing resources and programs, building capacity within your organization and sustainability over time.
• Communications Plan
  Including key constituencies such as stakeholders, internal resources, and employee participants
• Evaluation of results
  Recording progress, identifying and diagnosing issues to learn and succeed long-term, and achieving ROI via co-creating suitable metrics to track issues critical to your business / organization
• Leveraging technology, yours and ours
  Maximizing what we both have to offer, and delivering it seamlessly

Example IAM learning journey designs include:

Career Development

• Consulting – Design, planning and technical support
• Career Orientation (1/2 day workshop)
• Individual and Group Coaching
• Access to IAM online learning
• Coaching Skills Training

Leadership Development

• Consulting – Design, planning and technical support
• Personal Everyday Leadership (2 day workshop)
• Individual and Group Coaching (2 months)
• Access to IAM online learning
• Organizational Performance Leadership (2 day workshop)
• Individual and Group Coaching (2 months)
• Follow-up and transition plan implementation

 

Once design and planning is complete, we typically begin implementation with a voluntary pilot program to identify the best configuration of internal capacity building workshops, coaching, consulting and online learning. Please consider the pilot a pilot – an opportunity to experiment and learn about what will work best in your organization.