How we work

Management Development Consulting

1. COORDINATION WITH THE BUSINESS STRATEGY

First, an ascertainment of demand with the management and the head of HR is conducted. This is based on the company’s strategy, objectives, mission, vision and leadership skills. The actual situation, as for example the perceived attitudes, competences and behaviour of executive managers, is analyzed and serves as a basis for the next steps.

2. COMPETENCES, LEARNING TARGETS AND THEIR MEASURABILITY

Together with our client, the “target situation”, as for example the demands on the employees and the desired competences are defined and aligned with the actual situation. The objectives of the Leadership Development Program are deduced (aims, stakeholders, results, criteria for success). The same is done for main areas as regards content of the complete program as well as educational objectives. The individual educational objectives of each participant are also examined to achieve long-term changes in their behaviour as executives. We take the following approach as regards sustained learning:

The achievement of objectives and the success of the program are continuously measured (KPIs, current evaluations, employee surveys …).

3. LEARNING ARCHITECTURE – “THE COMMON THREAD“

Contents & structure

• selection of topics
• integration of company-specific demands and leadership skills
• determination of measures of transfer to guarantee the implementation of what has been learned
• definition of the learning architecture: modules that require physical presence, on-the-job projects…

Methods & team of trainers

• tailor-made seminar design
• determination of various methods and instruments used
• integration of tasks that are aligned with the company
• suggestion and selection of suitable trainers

Planning of the project

• definition and support of HR marketing measures
• determination of organizational actions
• coordination of participants
• preparatory measures as for the execution of the program (announcements, invitations, preliminary investigations, preliminary practice,…)

4. PERMANENT QUALITY CONTROL

Quality is of highest priority for MDI Consultants. That is why our experienced consultants support the whole process by means of continuous evaluations, involvement of the top-management, respectively the steering committee, and regular alignment with the objectives. Our program, methods and seminar design are adjusted accordingly. Moreover, we use a wide range of tools – feedback analysis, coordination meetings, evaluations, reports, and more – to ensure success.

5. TRANSFER OF LEARNING

I hear and I forget.
I see and I remember.
I do and I understand.
Confucius

We make sure that the topics learned are implemented on an individual as well as a corporate level. To reach this goal, we use a wide range of various and well-tried tools, such as coaching, learning partnerships, transfer diary, etc.

6. PERFORMANCE ANALYSIS AND DOCUMENTATION

As members of the HR department you obtain a summary of the tools that your executives are provided with in the course of the program and which they train and can use afterwards. The success of the program is guaranteed by a presentation of the observed progress in form of continuous reports by our consultants and trainers and a transparent documentation of the whole process.

7. FUTURE PERSPECTIVE

The next steps are jointly determined to guarantee a lasting success of the measures within the company.