Organizational development through training and skill building aims at improving the professional performance of your workforce.

Learning and development forms an integral part of an organization’s talent management strategy and helps to align an individual’s goals and performances with that of the organization. This learning may be imparted at various times, effectively contributing towards the overall development of an individual.

There are numerous reasons why an organization should invest in learning and development. Some of these include:

» to optimize business performance, efficiency and productivity
» to improve the skill and knowledge base of an employee
» to effectively manage talent and succession planning
» to motivate all employees to collectively work towards achieving organizational goals

Learning and development is a huge field that encompasses a wide range of initiatives. Thus, before embarking on any such initiative, it is crucial to identify the purpose of any session and assess its intended benefits towards building a successful and sustainable organization.

“Learning experiences are like journeys. The journey starts where the learning is now, and ends when the learner is successful. The end of the journey isn’t knowing more, it’s doing more.”

Training Needs Analysis

The difference between the required skills to effectively accomplish a goal and the existing competency of your workforce is known as a training gap.

To ensure an effective learning and development strategy it is important to adopt a systematic approach towards determining any training need.

Here is a list of competencies that you might seek in your employees or wish to inculcate in them. A combination, of these skills, is an absolute necessity if you expect your employees to grow as independent thinkers, change and conflict managers and team builders.

Adaptability skills | Orientation of actions | Analytical skills | Coaching/Employee development | Business knowledge/acumen | Communication skills | Negotiation skills | Customer focus | Fiscal management | Decision making skills | Innovative skills | Comprehending global perspective | Leadership skills | Interpersonal skills | Risk management | Establishing goals & objectives | Planning | Persuasion and influence | Project management | Problem solving skills | Self-management skills | Technology know-how/up skilling | Teamwork |

“Development is NOT an event. It’s a continuous, lifelong process, necessary for the health of both the organization and individual.”

Our Approach

The theories of learning are a set of principles that are organized to explain how an individual can obtain, preserve, and recall knowledge. We comprehend learning better by studying and knowing the different theories of learning. The definition of learning and its methods has significant implications for facilitating changes in an individual’s knowledge and actions.

The three relevant positions – behavioral, cognitive, and constructivist – provide structured foundations for planning and conducting instructional design activities. Our training programs are planned on three different approaches:

Behaviorist approach
To impart intellectual, psychomotor, and interpersonal knowledge and skills through practical training

Cognitive approach
To impart new information, comprehension of various functionalities, and the need to strategize, through theoretical training

Constructive approach
To impart learning through knowledge construction that reflects real-world, case-studies, enabling the learners to enhance their efficiency at work

Our Training Methodology

To provide an effective training solution to an organization it is imperative to comprehend the business and individual needs. In order to accomplish this it is important to identify the business drivers for the development of a training program, along with the organizational results that are desired or needed.

At Crossmind, we follow The ADDIE Model for implementing training programs as it helps us to analyze the needs of our clients, plan a support logic model, create, implement and evaluate each key-work functions.

» Conduct Need Analysis
» Designing the delivery of the program
» Developing and producing the training materials
» Implement Actual training
» Evaluate the adequacy of the instruction

Our Training Programs

Strategic Planning is a systematic process of organizational leaders envisioning a determined future, and translating this vision by identifying the goals and objectives for their businesses.

It isn’t business planning or long-term planning. These are time-bound and worked backwards, keeping the end-goal in mind. As a result, the focus rather lies at the lower level than the higher level, for achieving business goals.

At Crossmind, we create a comprehensive compilation of relevant and ongoing processes and activities that your organization uses to systematically align and co-ordinate actions and resources with corporate values and business strategy. Our strategic management and execution methodology helps to transform plans into a structured system.

Leadership, Management and Supervisory
The success of an organization even during the most challenging economic conditions is largely dependent on building effective management and supervisory skills.

Management success is dependent upon various abilities, such as coaching, team building, delegation, effective time and project management, employee motivation and discipline among others.

Nobody said it would be an easy task!

However, at Crossmind, we provide skill training through proven methodology, effective strategies and real-time simulation techniques that could help your employees get closer to all that coveted success and/or promotion for your aspiring, new or mid-level managers.

Here is a list of skill trainings on offer that are sure to help your employees evolve into great business leaders.

Consulting and consensus-building skills | Understanding and managing change | Innovative leaders | Building and sustaining teams | Leadership skills | Mentoring and coaching | Performance Management | Problem solving skills | Decision-making skills | Conflict resolution skills | Supervisory skills | Team building | Interpersonal skills |Critical thinking | project management | Business communication skills |

“Good management is the art of making problems so interesting and their solutions so constructive that everyone wants to get to work and deal with them.”
Paul Hawken.

Organizational Effectiveness
Organizational Effectiveness is the efficiency of a business to accomplish it goals and objectives. An organization that is able to bring about a preferred effect is therefore, productive and efficient.

If your organization is faced with any of the following challenges, then it is definitely time to consider the effectiveness of your organization – lagging productivity, inefficiency, decrease in revenues, employee absenteeism, disagreement in goals and objectives, internal or external conflicts, instability, lack in business communication skills, inadequate decision-making skills.

Effective businesses display strength in five key areas:
» Leadership
» Decision-making and structure
» People
» Work process and systems
» Culture

At Crossmind, we use various proven techniques to help build the effectiveness of your organization. These techniques are built on the following six systems:
Metrics: a common set of analysis to track prospects, operations, and progress
Accountability: building an atmosphere where employees as individuals, and/or part of teams, provide on their commitments
Communication: providing the business with an efficient exchange of information
Delivery systems: developing and applying the means and methods used to deliver products and services
Human performance: selecting, retaining and developing the right people

“An organization’s ability to learn, and translate that learning into action rapidly is the ultimate competitive advantage.”
Jack Welch, former General Electric CEO

Corporate Team Building
Corporate Team Building initiatives are one of the most widely used group-development activities that help to enhance social relationships and define roles, within teams, often through collaborative tasks. As one of the primary fundamentals of organizational development, team building involves:

» Alignment with corporate goals and objectives
» Creating effective functioning relationships
» Eliminating role ambiguity for all team members
» Seeking solutions to various challenges faced by the team

Corporate team building initiatives are often used to improve communication within the teams, uplift morale, motivate, enhance productivity, help employees to get to know each other better, and learn each other’s strengths and weaknesses.

Whether, a small business, or a large conglomerate, team building activities are one of the fundamentals, necessary for the success of a company.