Course Design & Development

Course Design & Development

There are many reasons why a company chooses to invest in training: to meet new regulations, boost skill level, teach new processes, improve productivity, and the list goes on. If your organisation requires a custom fit, consider developing a custom programme.

 

Working in Partnership

These programmes reflect the unique content and culture specific to your audience. Through succinct interactions with your busy Subject Matter Expert's (SME) and the addition of the external research needed, we will develop programmes that have your fingerprint, without you having to do all the work.

Focus on Objectives

Clear goals and objectives are central to course development. Training is a process founded on learning objectives that create a clear line of sight on how a learner's behaviour contributes to organisational goals. Whether you need a single course, a learning community or a management development programme, we can work together to meet your objectives.

Inspirational Experiences

Whatever the nature of your content, we will work with you to transform your data into inspirational learning experiences. People remember more when they have a varied experience, including reading, discussing, and applying to actual situations. We will transform your materials with role-plays, exercises and group activity to ensure an engaging, interactive experience that is innovative and provocative for learners.

Professionals Keep On Learning

Mature professionals respond best to programmes that are tailored to their specific need and learning styles. We ensure that programmes are motivational and engaging by applying the principles of adult learning.

  • Autonomy. Allowing participants be autonomous and self-directed. As mature professionals want to be free to direct themselves, our programmes are designed to actively involve participants in the learning process as well as serving as facilitators for them. The programmes allow participants to assume responsibility.
  • Experience. Creating an environment that calls upon people's life experiences while exploring new terrain. The programmes connect learning to participant's knowledge base to make topics relevant, meaningful and useful.
  • Goals. Focusing on goals is the best way to make progress. Clear objectives let people use their natural goal-oriented behaviour to lead the way to achieving the prescribed goals.
  • Relevant. Making the programme relevant. People need to know why the programme is important, so we support sponsors in crafting messages about the context, need, relevancy and expectations of the programme.
  • Practical. Ensuring practical aspects. People want to know HOW things work. The sessions are practical, focusing on the aspects of a lesson most useful to them in their work.
  • Respect. Participants are shown respect and treated as equals in experience and knowledge, and allowed to voice their opinions freely in class.

 

Piloting the Programme

It is through testing and evolution that excellent programmes are made and delivered and prototyping the sessions prior to a large roll out is essential to the process. Considerations for the pilot include: the pilot audience, how feedback will be solicited and the involvement of key staff in the programme.

Train-the-Trainer

Rolling out programmes in your organisation will have more credibility if you use your internal people as trainers. Naturally, they may need support in delivering the inspirational and effective programmes that you are hoping for. Train-the-Trainer entails:

  • Equipping trainers with the essential skills needed;
  • Building trainers' self-awareness about their behaviours and their impact on others;
  • Applying and practicing key skills in a safe environment where they can get support and feedback.


This is a great opportunity for future trainers who will not only heighten their visibility, but also learn useful skills that go far and beyond the planned roll out. Skills include:

  • Motivation: Establishing rapport with participants & prepare for learning
  • Reinforcement: Encouraging modes of behaviour and performance
  • Retention: Understanding, interpreting & practicing information
  • Transference: Ability to use new information in a new environment


Investing in your trainers is directly linked to the overall return on investment of the programme. It is your people who will carry the programme and help you to:

  • Give your workforce the desired skills
  • Improve the effectiveness of operations
  • Maximise results

Meet Jeffer

Jeffer London works with you to stimulate ideas and build futures. He is your man for turning your strategic vision into a practical reality.

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Advisory & Projects:


Driving HR Initiatives
Assessing Training Needs
Management Development Programmes
Course Design & Development
Building Innovative Organisations
Running A Better Consultancy
Managing Change
Resources & References

Stimulating Ideas & Building Futures



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