There is no “one-fits-all” solution in corporate training
However, because everyone has the right to know that investing in their own employees is worthwhile, we create individual training concepts that will really help you and your company move forward. To give you an insight into what such a training concept might look like, we have put together some examples here. This is an overview of sample concepts, which only provides a rough description of the solution approaches.
Example 1 – Language Training
Size
16,500 employees
Sector
Food industry
Challenges
- various locations for language training
- employees with a flexible work location (in the office, telecommuting and business trips)
- various language levels
- various languages (English, German, Spanish and Dutch)
- open to all employees with a fixed duration
Solutions
- Development of a semester model for levels A1 - C1
- Small groups up to a maximum of 6 people – digital implementation via Microsoft Teams
- Group composition by level according to the CEFR
- Language training customized to include specific language for the students’ industry and jobs
Example 2 – IT Training
Size
5,500 employees
Sector
Wholesale Trade
Challenges
- new apprentices with varying degrees of prior knowledge in respect to Outlook and Excel
Solutions
- Development of individual IT training modules. This was done in person at the customer’s premises to ensure both the integration of the apprentices and that they were equipped with the necessary hardware. The following content was defined as the goal together with the specialist departments:
- Microsoft Excel: formatting and designing tables, using tables and workbooks effectively, working with simple calculations, logical functions, matrix functions, text functions, date and time functions
- Microsoft Outlook: Getting to know Outlook, designing emails, setting signatures and quick blocks, keeping an overview of emails and managing contacts, calendar appointments and meetings and task planning
Example 3– IT Training
Size
2,800 employees
Sector
Manufacturer of Construction Materials
Challenges
- The customer was rolling out Office 365 in the company. At the same time, the classic server infrastructure for file storage was to be replaced by SharePoint and OneDrive. The rollout was to be completed within a timeframe of 12 weeks.
Solutions
- Developed a roles and rights concept with the responsible IT department
- Defined various virtual training courses to be offered: Microsoft 365 info event and various user workshops on Teams, Sharepoint, Onedrive, One Note, Forms, To Do and Planner
Example 4 – Overall Professional Development
Size
6,000 employees
Sector
Steel industry
Challenges
- Creation of a professional development program for top talent in the company to prepare them for higher-level responsibilities as well as to foster retention of top talent.
Solutions
- Talent development program consisting of several modules for sustainable professional growth
- Contents of the program: identifying and understanding different personalities, project management, change management, communication and conflicts, presentation and moderation parallel work on a project to be presented to management at the end of the series
Example 5 – Overall Professional Development
Size
53,000 employees
Sector
Logistics
Challenges
- Establishing a new team leader level in the logistics area. The employees in question have never learned about leadership and have to deal with a diverse clientele on a day-to-day basis. Existing personal relationships between colleagues further complicate the task of taking on a leadership role. The lack of leadership skills has led to very high staff turnover and employee dissatisfaction. Managing temporary workers is also a major challenge.
Solutions
- Hands-on “blue collar” leadership training via action training rather than theoretical training, focusing on:
- 1. Clarifying the roles and tasks of colleagues so that they are in line with the management guidelines
- 2. Applying management tools and methods to achieve teamwork and good morale on a day-to-day basis
- 3. Modeling a culture of honest constructive feedback
- 4. Acting professionally, purposefully and healthily even in difficult situations
- 5. Holding employees accountable and involving them in solutions
Example 6 – LEGO SERIOUS PLAY Workshop
Size
2,700 employees
Sector
Insurances
Challenges
- A young team that doesn’t know each other well and so far, hasn’t found or even discussed a structure for its work together. Team building via Lego Serious Play to establish a shared understanding of the team’s values.
Solutions
- Getting to know each other on a deeper level
- Develop a working process
- A vision of the team’s future
- Development of important parameters for the team’s day-to-day work
Example 7 – Training Prior to New Software Rollout
Size
8,000 employees in Germany
Sector
Automotive Supplier
Challenges
- The company was introducing new software for production planning and control. As this was primarily intended to increase efficiency, it was expected that resistance would arise among the workers, leading to conflicts. The company therefore approached us with the request for conflict management training for the internal trainers responsible for the introduction of the software in order to be able to resolve any potential conflicts in a professional manner.
Solutions
- In the course of conversations to define the client’s needs, it became clear that the reason for the request was the fear that conflicts could arise. Together we established that no conflicts had yet arisen. We also worked out that the trainers did not yet have any skills in providing training in developing a positive target landscape. Ultimately, we developed a plan with the following focal points:
- Train-the-trainer basics
- Conveying messages positively / stakeholder communication
- involving staff in finding and implementing solutions
Example 8 – Interprofessional Management Development Program
Size
5,000 employees
Sector
Healthcare
Challenges
- The organization wanted to establish a comprehensive management development program. Various professional groups (doctors, nurses, administration) should be taken into account and interdisciplinary collaboration should also be fostered.
Solutions
- As a part of a project group, topics and requests from the different areas of the organization were collected and successfully incorporated in an iterative design process. Furthermore, Lego Serious play, an intensive document analysis and interviews were used to develop a skills profile and mission statement for management based on the organization’s corporate values. Various training modules were then developed, which were tested in an interprofessional pilot group and subsequently rolled out.
Example 9 – Language Training
Size
400 employees
Sector
Tobacco products
Challenges
- In preparation for the new production site, the basics of the Malay language are to be taught for communication purposes.
Solutions
- Virtual language training to accommodate participants across multiple locations
