Our Approach

Below is a detailed outline of our approach to training and development. The underlying concern that this approach address is “Are we getting the best rate of return on our training investment?” While we provide very good content and information, we recognise that the translation of the information and insights into action and results is more critical.

Step 1:  Individual Competency Assessment – We administer an online assessment that speaks to the key characteristics, deliverables and performance of the manager in the area of competency. The assessment is completed by the manager. We create a 360 Degree feedback by also having their boss and two direct reports assess them. These assessments guide us in determining key focus areas for the training session as well as provide a yardstick for their action plans.

Step 2: Provide Core Concepts & Training Materials – Two to Four weeks prior to virtual training sessions we provide participants with online access to management and leadership training modules that provides the core concepts, tools and practices for the development of the competency. These online programs are a part of the Harvard Business Publishing Corporate Training Portfolio. Participants will have access to the programs for periods ranging from 3 to 12 months based on your budget. The functional elements of the online program are:

  • Key Ideas & Concepts
  • Audio downloads
  • Video Clips
  • Simulation Exercises
  • Downloadable forms and worksheets
  • Resource library

Step 3: Pre-workshop Assignment – To create workshops that address and train participants in the areas that will most quickly impact business performance and results, we design pre-workshop assignments to have them focus on the competency, assist us to create cases relevant to ther situations and facilitate more personal engagement. The Pre-workshop Assignments are emailed 1 to 2 weeks prior to the workshops.

Step 4: Workshops – Participants virtual workshops will clarify, concretize, get trained and coached in the area of competence. Our workshops typically is designed and executed as follows:

  • Conceptual Framework (40% of Session) – This discussion creates a context for developing the area and a framework from which to think through the workshop. The core content comes from the Harvard Online programs.
  • Practice & Case Work (40% of Session)– Recognizing that people get trained only when they practice new ways of thinking and acting, we incorporate case studies to have the participants start thinking, acting and looking at things in new ways.  The Case studies are pulled from Harvard’s Essential Leader and Case in Point portfolio as well as industry and company specific cases that we develop.
  • Tools and Action Plans (20% of Session) – Performance tools and action plan are a part each workshop. The performance tools allow participants to distil the key concepts into practical applications. They simplify the process to executing the competence. The action plan is where the rubber meets the road. Each participant creates a plan of action around the competence that is directly relevant to and impacts their management and leadership of their department or unit. The typical action plan starts with a pre-defined Goal area.  The participants then identify the actions they will take to fulfil their goal and the timeline for doing it.

Step 5 – On-The-Job Execution:  Four to twelve weeks after the virtual workshop, the participants execute on their action plans. Their action plans are shared with the workshop facilitator who provides the accountability structure for action. They review the action plan once designed and along with the participant’s mentor (their supervisor), provide ongoing coaching and support as they execute. The action plan is updated monthly until completed. At the completion of the action plan, the participants summarize what they have been developed in and how it has specifically impacted their performance and that of their team.

Step 6 – Post Assessment:  Six months after the workshop, they are again assessed using the same instrument as the pre assessment.  Their pre and post workshop assessment are compared and the results highlighted in the participants overall program performance evaluation.

Step 7 – Program Completion and Participant Evaluation – Six to twelve months after the workshops, a summary report will be provided for each participants comprising of the outcomes from their action plan, an evaluation of their participation and course completion and the results of their pre and post assessment.


The 44 Module Harvard Managementor11. Visit our Programs Page.


Authorized Caribbean Distributor for the Corporate Online Learning Programs.