Soft Skill Training


Adults have disparate and changeable learning style. How does your training program can furnish such changeable learning style of adults? We use ‘Experiential learning style' and ‘Adult learning principles' to turn the ideas into implementable. Our programs are not dominated with traditional lectures or focus exclusively on games. We use PowerPoint, stories and discussions, energizers and games to cater to the changeable learning style of participants.

How many participants do your workshop accommodates?
We conduct training for the maximum of 12 participants at our site, as we can easily divide participants into the groups of 2 to 4 for group activities. This helps participants feel free to connect with others in small groups, open up with their ideas unfettered and feel physically and psychologically free from distractions.

If the training to be conducted at company location or any other places, then the number will vary according to the size of the room.

HOW FREQUENTLY DO PARTICIPANTS NEED THE TRAINING TO KEEP THEM UP WITH THE ORGANIZATIONS GOALS AND OBJECTIVES? Training is an on-going process and it will never stop in order the training program to truly be effective. We recommend at least once a month/quarter. There are intrinsic benefits associated with highly trained employees. Ongoing training process gives constant improvement among executives and enables consistent results. Moreover, training programs are intended to bring values to the company through constant employee's commitment. And who wants to remain uncompetitive in the business?

How often should employees be trained? Is further training needed to constantly up skill our employees?
Again, the best training is continuous so delegates feel they are being developed on an on-going basis and this sets a wonderful foundation for learning and seeing positive behavioural changes in the workplace. It would be ideal to run training once a month. If this is not possible, a full day of training every quarter is recommended.

How do you evaluate the workshop outcome?
Our post-training assessment strategies identify participant’s learning outcomes and their experience with training workshop. The participants will be provided with the ‘course evaluation’ and ‘personal action plan’ to record their learning experience. We will then assess the ratings to make constant improvements in our training deliveries. Moreover, we make follow-ups either through phone calls, emails or conduct meetings to monitor the participant’s skills implementation.

We custom-design the training material tailored to the needs and objective of the organization. There are pre-training assessments in the form of needs analysis which identifies the skills gaps using various collection techniques as identified in our Identify gaps section of our training process. We also interact with the decision makers, supervisors and managers to discuss the training needs and the areas of improvement to keep the participants at par with the organization’s goals.

Firstly, trainees will not be attending the lecture-based workshop. They will do hands-on practice during workshop through a range of activities e.g. role plays, questionnaires, quizzes, group case studies etc. The workshop will also have games and energizers to keep the learning motivation up and running. Secondly, trainees will have access to our study materials which can help reinforce training. The material will provide trainees with essential insights and concepts which they can refer anytime to keep the learning curve up the ladder. Thirdly, there will also be follow-ups to find out if there is any difficulty in implementation of learning.