All Content

Action learning has proven to be the most effective method for generating training transfer as it creates ‘mental muscle memory’ that equips trainees with the experience and confidence to apply training takeaways in their daily working lives.

Case studies are used to gain a deeper, more detailed understanding of a specific phenomenon or problem within its real-world context. They provide in-depth analysis and are a valuable tool for training transfer.

“Change in business is constant. Therefore, all management is change management.”

We take this sentiment to heart and embed the logic and language of change management into all of our training. This enables the training participants to more easily absorb the training takeaways and, more importantly, equips them to cascade these same takeaways through your organization after they leave the training room. Not only does this help seed organizational change and strengthen corporate culture, these participants act as force multipliers that make the training more scalable and impactful, thereby increasing return on training investment.

To do so, we focus specifically on the communication elements of change management. For example, utilizing the Prosci ADKAR Model [Attention ⇒ Desire ⇒ Knowledge ⇒ Action ⇒ Reinforcement], we emphasize binging attention to the need for change, establishing a willingness and desire on behalf of the participants to change behaviors and habits, and identifying the knowledge and skills needed to move forward with the change initiative(s). We then create opportunities within the training to apply and take action with this new knowledge and these new skills. Post-training, we provide opportunities for reinforcement with the participants by debriefing on their successes and failures in applying the takeaways.

This powerful model is based on the understanding that organizational change can only happen when individuals within the organization are guided through change by openly and honestly addressing any roadblocks or chokepoints along the way with an emphasis on continuous and clear two-way communication.

Once a critical mass of change agents are seeded through an organization to act as ambassadors of change, cultural transformation can take root.

The Thomas-Kilmann Instrument has been the leader in conflict resolution assessment for more than forty years. It is used by Human Resources (HR) and Organizational Development (OD) consultants as a catalyst to open discussions on difficult issues and facilitate learning about how conflict-handling modes affect personal, group and organizational dynamics.

The TKI Model is designed to measure a person’s behavior in conflict situations, situations in which the concerns of two people appear to be incompatible. In such conflict situations, we can describe an individual’s behavior along two dimensions: (1) assertiveness, the extent to which the person attempts to satisfy his own concerns, and (2) cooperativeness, the extent to which the person attempts to satisfy the other person’s concerns.

These two underlying dimensions of human behavior (assertiveness and cooperativeness) can then be used to define five different modes for responding to conflict situations:  Competing, Accommodating, Avoiding, Collaborating and Compromising.

Whereas an organization’s mission, vision and values form the DNA of a company culture, RedBikeHRD firmly believes that leadership development is the cement that connects this DNA with institutional knowledge, memory and legacy that drives corporate behavior.

We liken leadership development to the construction of the great Egyptian pyramids, which were built on wide, stable foundations. Upon these foundations, each pyramid rose stone by stone and brick by brick into the structures that still stand today — almost 5000 years after their original construction. Within these pyramids lie the historical and cultural legacies of Egypt’s early rulers and is a foundational element of modern Egyptian history and culture.

A well designed, developed and delivered leadership development program can help drive the future history and cultural legacy of an organization.