Training & Workshops
First things first.
Are your people in need of
“Training” or “Development?”
Training is an event in which an expert transfers specific information to trainees in order to enhance their knowledge or skills. When training is completed the participants are commonly left to implement their new information or behavior on their own.
- Training is most appropriate for situations in which specific information, skills or behaviors are to be communicated to trainees and there is no question about the capacity of the trainee to receive and integrate the training’s content.
- Training can also be of value in establishing a baseline of expectations for larger numbers of individuals and helping to discriminate motivational levels of trainees.
- Post-training support for trainees, if available at all, varies greatly and depends on a number of factors such as organizational norms, budgetary issues, availability of internal support personnel and so on.
- The positive effects of training, particularly in leadership and management skills, are most evident for the majority of trainees in the short run. Highly motivated participants are more likely to integrate new information better and to show positive effects of training over a longer period of time.
Development is a broader, ongoing and mufti-faceted set of activities (which may include training elements) strategically designed to bring an individual or an organization to a higher performance level.
- Developmental processes are more effective in delivering skill sets that involve more complex learning and when development candidates need to integrate these skills more fully.
- Resistance to change can be dealt with more effectively in a developmental context. The underlying rationale here is that people can change, but the most substantive and permanent change is realized when people develop from the inside out.
- When done correctly developmental processes involve rigorous assessment of a candidate’s initial skills level at the outset to develop a baseline against which progress is measured.
Development methods are carried out in accordance with the Adult Learning Model. Rigorous efforts to demonstrate the effect of the developmental initiatives over time are built in to the process. Such developmental initiatives allow for gains with less variation due to individual motivation and capacity to engage in self directed change. The emphasis is on long term integration of new skills or knowledge developed in the context of day to day activities.
When training or a workshop is the choice
We design customized training aligned with your organization’s mission and strategic objectives. Elements of developmental philosophy are incorporated into the design of each training engagement. This approach helps maximize the likelihood of effective carryover of new skills and behaviors into the days, weeks and months following the training.
Workshops range from half day trainings to full week or regularly scheduled seminars, and can be delivered at your site or a mutually agreeable off-site location.
Matrix offers workshops on the following topics:
- Emotional Intelligence Skills in the Workplace
- Root Cause Analysis and Corrective Actions
- Management Skills for New Managers
- Communications and Interpersonal Skills
- Overcoming Resistance to Change
- Trust – How to build it. How to lose it.
- Handling Difficult Communications Constructively
- Developing Effective Workplace Communication
- Performance Evaluations and Employee Development
- Team Building Strategies
- Conflict Resolution
- Dealing with Difficult People
- Assertiveness Training in Business
- Anger Management
- Employee Coaching for Improved Performance
- Effective Supervisory Skills
- Staff Retention Strategies
- Emotional Challenges in the Workplace
- Managing Up, Down & Across