learning@vantage’s learning inter-ventions compile all of our learning associates’ experiences combined with content tailored to your organization’s needs. We provide the following interventions to drive learning and performance in organizations:
Customized On-Site Learning
Customized On-Site Learning can often be a more effective alternative to other learning options, and has the added advantage of meeting issues specific to your organization. We can deliver face-to face learning interventions that will address your leadership, performance and talent development challenges and drive results for your organization.
As your partner, learning@vantage works closely with you to create a learning solution that uncovers and identifies areas for growth and improvement that is uniquely based on your organizational objectives. To ensure your organization’s learning needs are met, we will thoroughly discuss your business, its vision and mission, challenges and issues before crafting specialized interventions that are targeted to accelerate performance improvement at all levels.
Online Learning
Online learning has shown significant growth in recent years. Unexpected events and circumstances forces imple-mentation of new ideas and innovative ways of doing things, by embracing technology in its many forms – remote learning, online learning, virtual learning.
learning@vantage offers unique, interactive and engaging online learning where we bring our learning room right to your desk. We can also implement a “hybrid learning” intervention –“online blended learning” which combines online resources and face-to face learning methodologies.
Organizations are realizing that their talents (people) are the heart of any organization and true drivers of innovation; their ability to build diverse, flexible and versatile teams are most important to ongoing success. Talent Develop-ment is one of the best ways to build an innovative workforce; more flexible orga-nizations to adapt to our rapidly changing world; changes in skills needed for success in the workplace of tomorrow.
Talent development processes requires careful planning and execution in order to be effective and sustainable.
At learning@vantage, we use Coaching as our cornerstone to accelerate talent development. Our internationally certified coaches will partner your senior executives, managers or even teams members to facilitate productive change in individuals and teams by assisting both management and employees discover their untapped potential.
At learning@vantage, we offer Leadership and Development consulting services designed to assist your organization accomplish most challenging goals and objectives. Whether your organization is considering or preparing for change, developing new strategies, implementing new initiatives, or redesigning current programs and processes, our experienced consultants with their functional know-how and expertise will guide you to achieving optimal organizational results.
Our consulting services focus on the following learning and development areas:
Human Resource Planning & Development
For companies striving to meet the competitive challenges of today and tomorrow- including increasing competition, new technology, globalization, growth and capacity for change – the management of human resources has become a critical issue.
We can be consulted on strategic HR planning, where HR plans and strategies are formulated within the context of overall organizational vision and goals, through to implementation of any HR initiative or strategy – in areas of employee selection and termination, retention, capacity planning, learning and development.
Training Needs Analysis (TNA)
Are you getting value from your training investment? A good TNA ensures your training expenditure addresses the current and future needs of your staff. A good TNA also provides a link between the skill set of your staff and the future strategies of the organization.
Our consultants have worked with many organizations to help them maximize the effectiveness of their commitment to staff training and development.
Organizational Climate / Attitude Surveys
What is the current mood of your organization? What issues need addressing? How aligned are your company’s management practices to the company vision/goals? How committed are people to your current plans? These are just some of the questions that can be answered with well-structured climate and attitude surveys. You name the issues or concerns you want to address and we will customize a survey for your organization – with full support and follow-up services.
“Everything rises and falls on Leadership” ~John C. Maxwell
Today’s managers are challenged to not only manage systems and processes but are charged to lead their direct reports and peers to remove any obstacles and provide solutions impacting strategic initiatives. They are expected to achieve results through others, requiring skills in people motivation, engagement, feedback and development. We believe that leading and coaching are just as important as all those critical managerial responsibilities. Managers are called to more than just manage but to a Leader-Coach-Mentor.
Our Leadership development addresses the need for leaders to inspire, to communicate a vision to a team and beyond, and steering the team or organization to think big, strategic, longer term. It does not only focus on technical skills – but to lead and coach others for results.
Leadership Interventions
“Leadership is not a rank of a position to be attained. Leadership is a service to be given” ~Simon Sinek
“Coaching is unlocking people’s potential to maximize their own performance. It is helping them to learn rather than teaching them.” ~Sir John Whitmore
The view of the leader-manager as a coach and a developer of a culture of coaching is a new paradigm for management. By paradigm we mean the set of assumptions, everyday truths, and conventional wisdom about people and how they work in organizations. The prevailing management paradigm focuses heavily on control, order and compliance, with the consequence that people become objectified, measured and expended.
Coaching, on the other hand, focuses on discovering actions that enable and empower people to contribute more fully, productively and with less alienation that the control model entails. Our Coaching intervention provides learning to equip senior management, leader-managers with good coaching skills and methodologies that is a key to drive business results in developing and empowering people to achieve the organization’s strategic objectives.
Our panel of internationally certified coaches can also provide one-on-one leadership coaching to assist alignment of senior leadership teams, succession planning and transition assignment, personal development and growth to lead, and successful interventions for “talented but difficult” executives through a combination of coaching them and advising the organization’s leadership. The goal of these assignments is to strengthen self-management and organizational support so the executive can contribute at his/her highest potential.
Coaching Interventions
“It takes Head, Heart, Hands & Habits to make a Coach, Great.” ~Timothy Tan
“I can do things you cannot, you can do things I cannot; Together we can do great things.” ~Mother Teresa
In today’s complex and changing environment, maximizing the contributions of individuals and teams is essential to achieving organization’s most challenging (stretched) goals and growth. Teamwork is an integral part of any business. Organizations of all types accomplish more when people work together. Ultimately a team is simply a collection of individuals and the challenge is for each individual – each team member – to become the kind of person who can maximize his or her contribution and push the team forward to be effective, efficient and productive.
As teamwork is such a critical element in organizations today, people must learn how to work cohesively in teams. Our team challenge interventions is about creating team experiences that bring teams together, stimulating team identity, spirit and belonging.
Team away-days are a fun and powerful means of addressing current issues, developing strategy and improving the performance of individuals and teams. A different environment; no interruptions; and our skilled facilitator.
Team Challenge Interventions
“In life we are all given choices and to be a leader or a team member is also a choice…to be or not to be!” ~Timothy Tan
“Everything rises and falls on Leadership” ~John C. Maxwell
Today’s managers are challenged to not only manage systems and processes but are charged to lead their direct reports and peers to remove any obstacles and provide solutions impacting strategic initiatives. They are expected to achieve results through others, requiring skills in people motivation, engagement, feedback and development. We believe that leading and coaching are just as important as all those critical managerial responsibilities. Managers are called to more than just manage but to a Leader-Coach-Mentor.
Our Leadership development addresses the need for leaders to inspire, to communicate a vision to a team and beyond, and steering the team or organization to think big, strategic, longer term. It does not only focus on technical skills – but to lead and coach others for results.
Leadership Interventions
“Leadership is not a rank of a position to be attained. Leadership is a service to be given” ~Simon Sinek
“Coaching is unlocking people’s potential to maximize their own performance. It is helping them to learn rather than teaching them.” ~Sir John Whitmore
The view of the leader-manager as a coach and a developer of a culture of coaching is a new paradigm for management. By paradigm we mean the set of assumptions, everyday truths, and conventional wisdom about people and how they work in organizations. The prevailing management paradigm focuses heavily on control, order and compliance, with the consequence that people become objectified, measured and expended.
Coaching, on the other hand, focuses on discovering actions that enable and empower people to contribute more fully, productively and with less alienation that the control model entails. Our Coaching intervention provides learning to equip senior management, leader-managers with good coaching skills and methodologies that is a key to drive business results in developing and empowering people to achieve the organization’s strategic objectives.
Our panel of internationally certified coaches can also provide one-on-one leadership coaching to assist alignment of senior leadership teams, succession planning and transition assignment, personal development and growth to lead, and successful interventions for “talented but difficult” executives through a combination of coaching them and advising the organization’s leadership. The goal of these assignments is to strengthen self-management and organizational support so the executive can contribute at his/her highest potential.
Coaching Interventions
“It takes Head, Heart, Hands & Habits to make a Coach, Great.” ~Timothy Tan
“I can do things you cannot, you can do things I cannot; Together we can do great things.” ~Mother Teresa
In today’s complex and changing environment, maximizing the contributions of individuals and teams is essential to achieving organization’s most challenging (stretched) goals and growth. Teamwork is an integral part of any business. Organizations of all types accomplish more when people work together. Ultimately a team is simply a collection of individuals and the challenge is for each individual – each team member – to become the kind of person who can maximize his or her contribution and push the team forward to be effective, efficient and productive.
As teamwork is such a critical element in organizations today, people must learn how to work cohesively in teams. Our team challenge interventions is about creating team experiences that bring teams together, stimulating team identity, spirit and belonging.
Team away-days are a fun and powerful means of addressing current issues, developing strategy and improving the performance of individuals and teams. A different environment; no interruptions; and our skilled facilitator.
Team Challenge Interventions
“In life we are all given choices and to be a leader or a team member is also a choice…to be or not to be!” ~Timothy Tan
The Thomas Personal Profile Analysis (PPA)
The Thomas Personal Profile Analysis (PPA) provides information on an assessment taker’s fears, motivators, values and behavioral style using four main profile factors: Dominance, Influence, Steadiness and Compliance. The Thomas PPA has been subject to rigorous scientific testing to determine its reliability and validity as a psychological assessment. The PPA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists’ Associations.
Emotional Quotient Tools
Emotional Quotient Inventory (EQ-i 2.0) is the world’s leading measure of emotional intelligence, applying decades of research to support effective human performance and development.
In addition, for a more comprehensive picture of your EQ competencies, we highly recommend the EQ 360 multi-rater assessment tool.
Six Seconds Emotional Intelligence Assessment (SEI®)
The Six Seconds Emotional Intelligence Assessment (SEI® )is the complete solution for EQ measurement and development. This suite of well validated, effective tests measure EQ and equip people with a framework for putting emotional intelligence into action.
The Thomas Personal Profile Analysis (PPA)
The Thomas Personal Profile Analysis (PPA) provides information on an assessment taker’s fears, motivators, values and behavioral style using four main profile factors: Dominance, Influence, Steadiness and Compliance. The Thomas PPA has been subject to rigorous scientific testing to determine its reliability and validity as a psychological assessment. The PPA isregistered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists’ Associations.
Emotional Quotient Tools
Emotional Quotient Inventory (EQ-i 2.0) is the world’s leading measure of emotional intelligence, applying decades of research to support effective human performance and development.
In addition, for a more comprehensive picture of your EQ competencies, we highly recommend the EQ 360 multi-rater assessment tool.
Six Seconds Emotional Intelligence Assessment (SEI®)
The Six Seconds Emotional Intelligence Assessment (SEI® )is the complete solution for EQ measurement and development. This suite of well validated, effective tests measure EQ and equip people with a framework for putting emotional intelligence into action.
The Thomas Personal Profile Analysis (PPA)
The Thomas Personal Profile Analysis (PPA) provides information on an assessment taker’s fears, motivators, values and behavioral style using four main profile factors: Dominance, Influence, Steadiness and Compliance. The Thomas PPA has been subject to rigorous scientific testing to determine its reliability and validity as a psychological assessment. The PPA is registered with the British Psychological Society (BPS) after it was audited against the technical criteria established by the European Standing Committee on Tests and Testing, part of the European Federation of Psychologists’ Associations.
Emotional Quotient Tools
Emotional Quotient Inventory (EQ-i 2.0) is the world’s leading measure of emotional intelligence, applying decades of research to support effective human performance and development.
In addition, for a more comprehensive picture of your EQ competencies, we highly recommend the EQ 360 multi-rater assessment tool.
Six Seconds Emotional Intelligence Assessment (SEI®)
The Six Seconds Emotional Intelligence Assessment (SEI® )is the complete solution for EQ measurement and development. This suite of well validated, effective tests measure EQ and equip people with a framework for putting emotional intelligence into action.
