Taking the position that everyone wants to be a part of something bigger than themselves, organizations incorporating the latest information on human performance create a cultural of transformation. Are you maximizing people, process and technology?
High human productivity can accelerate an environment of adapting to change and ensuring a mission ready workforce!
D Group designs, coaches and facilitates programs utilizing synchronous and asynchronous platforms. Developing a program utilizes a Job Task Analysis, Evidence-based Industry Guidelines, ADDIE Instructional Design Model, Bloom’s Taxonomy of Learning Domains and Kirkpatrick’s 4-Level Training Evaluation Model. Instructional design can be newly customized, adapted from recommended resources, or updated using a client’s current program. The learning experience is tailored to meet our clients’ goals and objectives.
Fundamental to the design of any program is the principle that transformation begins with an assessment. Using a variety of scientifically validated assessment tools help individuals gain an understanding of their preferences, behaviors and how it impacts their effectiveness.
Leadership tools vary in topics to include: interpersonal relationships, critical thinking, emotional intelligence, influence style, behavior change, personal wellness, decision-making and more. Tools are identified that integrate with a client organization’s values and supports the specific Leadership Competency Model, Leadership Effectiveness Framework.
Decide what you would like to accomplish:
Solutions: Participate in assessments, increase self-awareness, identify tools for work preferences, build on transferable fundamental skills, develop leaders-find the right fit, foster resilience.
Solutions: Participate in goal setting, build teams, identify workable processes, manage relationships internal/external, improve critical thinking approach and mindset, anticipate problems and have readily available solutions to increase team decisiveness.
Solutions: Start with the end in mind, develop and set strategy, implement a needs assessment, create organizational change with leaders in place, cultivate effectiveness, manage change, recruit and retain the best talent, create sustainability.
Choose from a variety of evidence-based dynamic assessments congruent with industry standards for validity and reliability.
Assesses an individual’s ability to understand themselves & others, improve work productivity, teamwork, and communication. Adapting to the styles of others, ultimately improves engagement, collaboration, and the organization.
Increase self-awareness through experiential activities to learn how to effectively respond to uncomfortable and unavoidable conflict challenges of workplace behaviors. Using the science of cognitive behavioral theory participants will recognize and transform old habits into more productive responses.
Measures an individual’s preferred style in approaching change, managing situations involving change, as well as understanding preferences and behaviors of others when managing change.
Helps an individual improve their performance, while enabling organizations to find and develop high-potential employees. Leaders cultivate a rich pool of talent for building organizational success.
Measures the interaction between a person and the environment in which they operate.
Poses real-world business situations that require critical-thinking and decision-making.
Gives individuals a picture of their interpersonal needs for inclusion, control and affection/openness.
Identifies personality preferences, creates self-awareness of a person’s leadership style and behaviors, as well as how to best work with others.
Explains how different conflict-handling modes, or styles, affect interpersonal and group dynamics.
Provides a framework for helping leaders outline appropriate “next steps” to increase their own and others’ intrinsic motivations.
D Group uses the ADDIE Model, a proactive approach for quality training in workforce development. ADDIE is an acronym for Analyze, Design, Develop, Implement and Evaluate. It is a process for program development that has come out of the instructional design system world. Align modules to the overall goal and objective of the Leadership Training or Professional Development program.
Modules can be adapted to a Keynote presentation [45-60 minutes] or structured in various time increments. Choose from a variety of modules and delivery methods appropriate for all levels of leadership or let’s discuss your needs.
Through assessments and leader modules, participants develop their own action plan and put learning into action for the succession planning process.
To begin transforming a culture, D Group starts with the end in mind. This means assessing the client’s organization, implementing approved curriculum with tools and resources for participants to learn and immediately use. D Group’s facilitation style is through Agile Leadership. This process works to identify initiatives that can be implemented to transform a client’s culture.
D Group recommends that the foundation of any Leadership Training or Professional Development program be geared toward self-awareness to include – a participant’s understanding of their preferences | identifying potential areas for personal and professional growth | activities to enhance leadership skills | team building through assessments | development experiences with in-classroom training | and evaluation.
D Group recommends that a program framework consist of leadership assessment(s), core classroom curriculum and training, experiential learning activities, personalized leadership development action plans, leadership and training analysis reports with summative training assessments.
D Group provides evidence-based solutions that help you impact, transform, and measure results of, your population. Contact us today to discuss your organization’s needs or to request a proposal.
