Leadership & Management Training
Accordia’s leadership and management development programmes have a simple objective: to make a difference to every manager’s performance. We can provide off the shelf training, but our passion is to create solutions designed to address your skills knowledge or behavioural gaps. Our consultants will work with you, and your people, to create a programme that exactly addresses your needs.
Accordia is a new company but our training consultants each have around 20 years of learning and development experience. The team has worked with: private sector companies, some of the largest to some of the smallest, around the globe; central and local government; and charities, big and small.
Developing Solutions for Business
People are your competitive advantage. Companies differentiate themselves from the competition through their people.
We aim to ensure that you get the most from your people by making sure that they get the most out of their development. We will work with you to identify your managers’ strengths and areas for development. We will propose solutions to fill the gaps and with your help design case studies and exercises around your values, preferences and processes.
Types of Development – Our Approach
We are strong believers in using a range of training/development techniques, those best suited to addressing the particular need:
Knowledge gaps can be filled in many ways from: reading, video, through online delivery, webinars, classroom, to experiential learning. The Accordia team will incorporate the various possible solutions as appropriate.
The self-study approaches (online courses, podcasts etc) are cost effective ways of reaching large numbers of people who need knowledge of subjects that are unlikely to be over challenging.
Where understanding is likely to be more of a challenge (complex subjects, subjective areas etc) then a degree of interaction is essential. Live webinars work well for some subjects, “presenting information” for example, and can avoid the expense associated with face to face techniques when the audience is widely spread geographically.
Some skill gaps can be addressed remotely, “writing” is one possibility. But skill gaps usually need reinforcement from immediate feedback if training is to be effective. This points towards face to face delivery techniques, coaching and on the job learning.
Whichever approach you decide to adopt it is essential that the different needs of each individual are taken into account. This may be through an experienced trainer asking the right questions and adjusting the content as he goes, or may mean the selection or design of case studies and projects that have meaning for that individual.
It is one thing to give someone the skills and knowledge they need, but that is not the same as changing someone’s behaviour. We may have all the necessary skills, but choose not to employ them.
If the individual is keen to change behaviour themselves, then coaching may well be the way forward. An effective coach can help someone to understand their motivation and understand their behaviour. This can allow them to make better choices and consequently manage themselves, and others, more consistently in line with their values.
If there is less awareness of the issues, or little commitment to change, then experiential learning is likely to be more productive. This can take many forms. At one level, case studies that are engaging and involving allow behaviours to be practiced and observed. At another level, real workplace based assignments ensure emotional investment in success and avoid game playing.