Individuals and Organizations Both Need Development
Once the assessment work has been done, and the largest individual or organizational
needs have been identified, individual or organizational plans are written
which describe how those areas of need will be addressed. On the individual
level, this would take the form of an Individual Development Plan, typically
written by the participating manager or leader, with coaching help. In it,
s/he would commit to specific developmental action steps, with timetables,
and name specific developmental resources to be used from a menu provided.
Ideally they would be held accountable by the organization for successful
implementation of their development plans.
Once the competency and needs assessment foundation work has been done,
we would build a curriculum of learning programs and other resources to
address the largest needs identified in the assessment process. Smaller
needs shared by only a few participants might be referred to a resource
outside the organization altogether. Depending on the need, we would use
any of a variety of learning and development materials, some of them original,
and some from leading suppliers of learning and development materials, such
as HRD Press and Human Synergistics. These include:
- EXCEL Learning Models A 360-degree assessment
tool based on the 12 MAP Competencies. Together with MAP
, they make a complete, turn-key management development system.
- Saratoga Resource Group original training
programs on topics such as:
| 360º Assessment |
Executive Development |
Public Speaking/Presentations |
| Business Coaching |
Leadership |
Resolving Disputes through Mediation |
| Communications/Interpersonal Skills Development |
Leading Change |
Self-Directed Work Teams |
| Conflict Management |
Leading Customer Service |
Sexual Harassment |
| Customer Service |
Leading Meetings |
Strategic Planning |
| Dealing with Change |
Managing Change |
Supervisor and Management Development I |
| Dealing with Difficult People |
Organizational Behavior |
Supervisor and Management Development II |
| Delegation |
Organizational Development |
Team Building |
| Diversity |
Performance Appraisals/Performance Management |
Time Management |
| Effective Interviewing |
Problem Solving |
Training Needs Assessments |
| English, Grammar, and Punctuation Skills |
Project Management |
Train the Trainer |
| Presentations |
- “Lead Out” A game-board team building
simulation in which participants form teams that are asked to pool information
that each of them has in order to solve a problem (buying land suitable
for growing wine grapes). Midway through the simulation, designated leaders
are transferred to new teams. Emphasizes the competencies of providing
clear direction, creating a high performance climate, communicating effectively
interpersonally, thinking strategically, coping with change, negotiating
effectively, solving problems analytically, building strong working relationships,
risk taking, and promoting teamwork.
- “Earthquake!” A teambuilding “survival”
simulation in which participants are trapped in the basement conference
room beneath a San Francisco skyscraper when a major earthquake strikes.
As a team, with limited resources, and under the pressures of time and
danger, they must prioritize and carry out (or not) 12 different action
steps to survive, and help facilitate their rescue. Emphasizes the competencies
of teamwork, team leadership, problem-solving, resource management, communicating
effectively, and decision-making. Dramatically demonstrates the power
of team problem-solving versus individual effort.
- “Hollow Squares” A simulation
on establishing and communicating a leadership vision. An interactive,
engaging, and fun simulation in which participants form into teams made
up of leaders and workers. The leaders must establish and communicate
to the workers a vision of how to complete a project: assembling a hollow
square from puzzle pieces, with certain communication barriers and time
pressures thrown in. Emphasizes the competencies of establishing and communicating
a vision, providing clear direction, communicating effectively, overcoming
barriers to communication, thinking strategically, and promoting teamwork.
- “Gold of the Desert Kings” A teambuilding
board game simulation played in small groups. Participants make their
way across the desert in teams to mine gold in the mountains, while facing
changing variables and uncertain resources. Emphasizes the competencies
of providing clear direction, creating a high performance climate, communicating
effectively, thinking strategically, values and ethics, managing and budgeting
resources, coping with change, solving problems analytically, focusing
on results, building strong working relationships, and promoting teamwork.
- “Conflict Styles Inventory” (Revised
Edition) By Dr. Marshall Sashkin, this tool is based on the premise that
conflict within teams is normal and can even be beneficial when managed
correctly. The key is to manage conflict so that it does not become disruptive
and damaging. The tool enables the participants to learn the characteristics
of five conflict management styles (Avoiding, Smoothing, Bargaining, Forcing,
and Problem Solving) and match their personal style with one of them.
Participants will learn that each style can be useful depending on the
situation, and the key is to not get stuck in only one style.
- “Team Effectiveness Profile” The
questions in this instrument allow a team to identify their progress,
both as a team and as individuals, along the journey to the high performance
team standard.
633 Berkmar Circle | Charlottesville, VA 22901
Phone: 434.975.0567 | Fax: 434.817.4045
Email: info@saratogaresourcegroup.com
webmaster@saratogaresourcegroup.com
