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Why is the BizGro training proving to be so successful?

The reason is that we follow this process (below) with each Client prior to building any course.

 Key factors are that the course meets both a Client’s NEEDS & ROI OUTCOME expectations.

This process meets the crucial steps to build such an interaction.

 Nextly, we ensure that we gain an idea of the Company Culture & terminology used, which is also brought into each course, be it a face-to-face intervention to even an off-site Zoom one.

 This is a key element to make delegates feel comfortable & also gains their buy in & full participation. Thus, learning taken in is remembered & applied.

 Every BizGro training intervention is therefore first preceded by a pre-course assessment.

At BizGro, we follow a strict assessment process in order to deliver on our promise of “growing your business”

The process follows these pre-course steps –

1.      establish the Client current situation

2.      what are the outcome expectations?

3.      what skills are lacking &/or why are expectations already being achieved

4.      who should be trained to produce the improvement?

5.      the level of management participation

6.      what should we train them on & over what period?

7.      how many interventions should be held?

8.      who will be responsible for ensuring implementation?

9.      what scoring (measurement) method shall be deployed

 Some salient points to achieving successful training outcomes –

 Management

Without management first buying into & then actively (& enthusiastically) participating, any training intervention will die a natural death.

It must be driven from the top or is just a nice to have. 

Without Management participation I cannot provide a guarantee on results delivered.  

 Identifying the Desired Result  

Any training should have a desired outcome in mind. 

 Examples of which are -

a)      Improving customer satisfaction ratings

b)     Increasing conversion rates

c)      Improving employee success through better supervisions

d)     Revenue growth

Once determined, this needs to be preserved at the core of the development process to ensure that the course meets this expectation. 

Desired Behaviours

Successful training outcomes depends on changed behaviours.

Learners need to:

a) Know what they need to do to succeed

b) Have the capability to do it.

c) Have the motivation to do it.

 In discussion with management, we examine crucial competencies, personal characteristics, abilities, behaviours & knowledge that will naturally need to the desired result.

Performance gaps

from this exercise, we can identify who needs training & where I should be focused. Once this is clear, we have a foundation on which to build the course.

Orientation

To enable relevance, I spend time in a Client’s business, gaining an understanding of the business culture & terminologies.

Further, time in the field assists in digging out challenges faced by those at the coalface & the strengths & weaknesses of the competition

 Pre-course homework

We also do like to set some pre-course homework for Attendees, based on the challenges faced.

This provides a great icebreaker as well as gaining an insight as to the challenges, from their perspective.

Post-course catch up

 As important as the course presentation is, the post course catch up and direction check, is crucial.

It resets those who may have strayed from the path back on track, ensuring that the new & desired habits are formed & happen, without thinking.

 SUMMARY 

This is why our success rates reflect better outcomes & Customers come back for more learning.

The ROI is evident & the value gained, felt & seen in the sales number improvement.