Need Analysis

One of the reasons why our training is successful is that we conduct an individualized needs analysis before we propose a training plan. The needs analysis gives us a clear picture of your company and how your employees see the company. Most importantly, we learn how staff views themselves and their needs. When we understand the client’s needs we can develop and tailor training that creates results. All needs analyses are conducted through individual interviews.

360-degree surveys

Using a battery of questions tailored to your specific situation, the 360-degree survey measures the internal climate of your workplace. The survey questions focus on leadership, communication and cooperation, initiative and worker satisfaction in your organization. A 360-degree survey gives you an opportunity to understand how your employees regard the company and if the needs you have described are similar to those identified by your employees. When conducted both before and after training, the survey can measure the effectiveness of the training as well.

IDI – Interpersonal Dynamics Inventory

Our social environment and our personal experiences determine our special patterns of behaviour. This behaviour style can be observed and can also be described in generalized terms. The Interpersonal Dynamics Inventory (IDI) describes the impression a person makes on others.
The IDI measures a person’s behaviour style in three dimensions. It explains how much an individual;

1. Works to influence and control others.
2. Works on relationships with others.
3. Adapts his/her own behavior style to different situations and according to other peoples needs.

It is the last dimension that individuals can develop and change through insight and training.
IDI is a unique tool because it helps training participants understand how they influence and are influenced by others. The IDI is designed to provide clients with a clear and accurate picture of how others perceive their interpersonal behavior. They gain a better understanding of the positive and negative impacts their behavior creates with colleagues, subordinates and customers. This knowledge of self improves one’s ability to manage, motivate, influence and interact with others.

The Personal Compass

We use a very much appreciated tool ”The Personal Compass” to develop the ability to work with, develop and communicate need analysis, SWOT analysis, visions, strategies and actions plans as well as train managers staff to comprehend and work with the same tools.

Structures

After 17 year’s experience of training participants as well as other trainers we at Ståhl+Partners have found that our clients choose training in order to learn skills that apply directly to their own lives. The structures and methods we use do just that. We have developed over 100 different structures that our participants learn to apply in their professional and private lives according to their company and personal needs.
Every structure we utilize meets the following criteria:

1. It has been requested and is necessary.
2. It is easily applicable to real life.
3. It has been proven in the market place.
4. It is updated frequently.
5. It creates visible results.
6. It is applied by the trainers themselves.

Personal coaching

The likelihood that training participants will make a change in habits and apply new strategies increases dramatically when each participant has a personal coach. Personal coaching works differently depending on the design of your training plan. It could be conducted by one personal coach, the head trainer or a couple of different trainers.All Ståhl+Partners training participants have a personal coach. Coaching takes place on an individual basis regularly and consistently, focusing on each person's individual goals. Goals are therefore followed up effectively and application of focus skills is secured.

Return on Investment

Measuring return on investment (ROI) has become an important and critical issue for most organizations in order to In response to competitive economic pressures to increase the efficiency and effectiveness of training and performance improvement programs. In record numbers, organizations all over the globe are implementing the ROI process to show the true contribution of performance improvement programs. The ROI process represents one of the most effective ways in which our training and development staff can increase its influence in your organization, enhance program results, and measure the contribution of programs in terms that senior management will appreciate. The ROI Process builds on significant research and practice. First implemented in 1976, the model has been revised and refined through hundreds of applications. The process evaluates programs from a balanced viewpoint presenting data in four important categories;

1. On-the-job behavior change.
2. Business impact.
3. Return on investment.
4. Intangible benefits derived from program application.

The process is comprehensive and applicable to all types of programs in all types of settings, including all services offered by Ståhl+Partners.

Role play

Role plays help us assess each participant’s abilities, strengths and areas for improvement. The role play is a useful tool at the end of a training process which helps individuals evaluates their abilities to show empathy, conclude, show professional engagement, focus, follow a set agenda and achieve a goal. The role plays are tailor-made based on a group or an individual’s areas for improvement. The participants apply specific tools and structures that they have learned to use and can test their own abilities in a realistic setting. Participants also evaluate the results with the trainers. Actors with more than 20 years experience guide your team through the improvised scenarios.