Strategic L&D consulting.
Let’s create a dynamic L&D infrastructure
for the exact results you need.
Reaching goals, developing people, satisfying stakeholders, making a difference.
Let’s go!
We’re passionate about your L&D success.
L&D’s task is to prepare the company’s most valuable asset—the people—to show the behavior needed to achieve the organization’s targets. It is a natural demand of the current VUCA/BANI world to do this
– flexibly: L&D that’s quickly adjustable to ever-changing needs
– and holistically: by avoiding silo-behavior and connecting the dots for maximum impact throughout the organisation. LD consulting
Based on scientifically proven models and two decades of experience we support you with the Dynamic Loop Method for sustainable effective people development initiatives and infrastructure. To realize L&D that is holistic, dynamic and highly adaptive. LD consulting
For L&D consulting that’s connect and effective:
The functional 5-phase method for short-term business goals
and long-term employee development goals
1. Goal Phase
Business sponsors are on board from the very beginning. Based on current business needs, they set short-, medium- and long-term goals. Business managers in the company, HR as well as organizational development and their external partners then jointly analyze and define the need for new success-critical behavior on the part of the employees. What (new) behavior should be demonstrated in the future to achieve current goals?
2. Design Phase
In this second phase, internal HR and organizational development and the external partners design processes that fit the goals defined. In this context, they answer the question: How should employees be prepared in order to be able to demonstrate the expected behavioral change in everyday life? In the process, they either set up new development initiatives or further develop existing ones. LD consulting
3. Network Phase
Here we focus on sustainable future implementation (transfer effectiveness), which can only succeed in conjunction with the relevant stakeholders and those affected. How will different units and individuals in the company support each other in learning? For this purpose, arrangements are being made. We create a strong and flexible co-learning, communication and implementation network. The more tightly woven the network, the greater the likelihood of success. LD consulting
4. Experience Phase
In this phase, we deliver. Employees experience the respective development initiative in a precisely coordinated mix of digital and analogue formats. They experience meaning, witness immediate results, and know that their time investment is worthwhile. Short-term support is complemented by long-term perspectives that are repeatedly presented to them.
5. Loop Phase
At three-month intervals, we review and evaluate everything that has happened up to that point. Are the goals still visible? Is the relevance,
quality and implementation success appropriate? Depending on the results of this evaluation, the initiatives are re-adjusted. Sometimes more, sometimes less. Last but not least, the sponsors are asked to provide feedback and to refine the goals that have been set. The loop phase forms the transition to another phase one.
Get the whitepaper, start now:
The Dynamic Loop Method for sustainable L&D success
Dive into 25+ years of experience and science-backed strategies! You get immediate access to:
* why we need a loop approach: BANI and it’s influence on effective HRD
* the effects of the the 5 phases of the Dynamic Loop Method in detail
* go-to tools & proven methods for each loop phase
* 3 detailed cases studies about the Dynamic Loop Whitepaper in action
LD consulting
Get it now!
The 3 drivers of our L&D consulting
HR + L&D for business impact LD consulting
More often than not, training without a strong connection to business reality is a waste of time and budget. A hurtful truth, but also a great chance. To make a difference, learning and development need to positively and above all measurably impact real-work performance. “Start with the end in mind” is the motto. And before any training is even designed, this equals the question: Which business challenge do you aim to solve? LD consulting
The Power of RoE LD consulting
Each development initiative is just as good as its inclusion into business reality. With RoE, this business reality is captured. It stands for Return on Expectations and covers the complexity of people development in a highly effective way. Fueled by detailed stakeholder expectations and translated into measurable criteria, RoE is the ultimate base and guide for all following steps of effective learning and development design and delivery.
The evaluation mindset
Training and transfer evaluation is not a single event but a continuous process that accompanies any truly effective development measure. A balanced and always modulated set of quantitative and qualitative evaluation elements helps you to roll-out learning events that add measurable value to immediate challenges as well as long-term strategies. LD consulting
It’s possible!
Trackable business impact by development measures is possible and it is not far out of reach. The biggest secret – which is no secret at all – lies in investing a serious amount of time and creative energy at the beginning of a measure. That means: Detailed expectation clarification and definition of indicators, definition of clear measure criteria and ongoing multilevel evaluation and adaption. LD consulting
Ways of cooperation
We pick you up with all you’ve got and help you realize measurable business impact with people development initiatives. Based on current business needs, together with you we explore what it takes to realize trackable development impact and a high Return on Expectations of development measures.
