We customize our programs to your needs combining the solutions you require from our portafolio

Increase team performance in the new hybrid model

Online Learning & Face to Face Programs

Training & Coaching in 4 Languages

Spanish

English

German

French

Step by Step

Assessments

The Intercultural Skills Development, Diversity and Inclusion, Global Mobility and Leadership & Coaching  programs are much more robust with the use of Assessment Tools that allow to identify profiles & capacities of individuals, as well as gaps and similarities with their counterparts.    

Training & Coaching

Consultants with expertise in the development of solutions for companies with international operations & diverse teams that interact remotely or face to face, will accompany you in the training of your company’s executives, in order to face the challenges of globalization efficiently.

Development of Action Plans

Throughout our workshops and coaching processes, our consultants facilitate and accompany the creation of robust, executable and measurable action plans.

Measure the results

A structured methodology to measure learning, its application on a daily basis and the impact on your company’s results.

Programs

Group#1 Virtual Collaboration

Virtual Collaboration

Why is a joint feedback culture even more crucial online then face to face? Which media do we best use for which purpose?

Program designed to create highly effective and collaborative virtual work teams, taking into account the diversity of the members in various locations, in order to achieve the common goals.  Find Ways to establish feedback as a means of cohesion in virtual collaboration. How leaders can also cover the media side of framework setting to achieve project objectives.

In collaboration with

  • Introduction:
    • Virtual Fireplace: Who is in the room / Where are they located
    • How has the reality of your work style / work place changed by virtuallity?
    • Consequences and impact at personal and organizational level.
    • Validation of Expectations, Objectives and Contributions.
  • Key Success Factors in Virtual Collaboration:
    • Personal experience
    • Results of research
    • Virtual Closeness and it´s key elements: Examples and Ideas on how to create it.
  • Co designing a Virtual Team
  • Categories for Virtual Performance:
    • Time & Space
    • Members, Tasks & Objectives
    • Organization & Processes
    • E-Culture
    • Inclusion
  • E- Culture:
    • Media Competence:
      • Which media for which purpose
      • Communication processes
      • The heartbeat of the team: Establishing rhythm and frequency of the communication
      • “Virtual Netiquette”
      • Virtual Fireplace
  • Inclusion & Attractive Virtual Meetings:
    • Communication- & work-styles
    • Shared leadership: Everyone has a role, participation, and ideas.
    • Virtual Leadership
  • How to create Cohesion in a virtual team: Triangle People / Purpose / Media
  • Importance of the “Individual Identity on Line”: How you want to be perceived in the virtual space.
  • Sharing Best Practices. (Examples.: Use of audio and camera, pictures, sharing personal information, small talk)
  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.
  • Optional accompaniment:
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  4 hours, virtual or face to face

Longer version of the program, which would include the entire above plus the following within the Inclusion block:

The Impact of the Culture on Virtual Collaboration:

  • Culture and Impact: How cultural differences impact on virtual interactions between individuals with diverse styles, preferences and education. How to achieve more open-mindedness and flexibility to interact virtually with individuals from other nationalities and cultures.
  • Three cultural spheres: To understand the counterparts’ national, individual and corporate spheres and how these determine their behaviors
  • Analysis of actual or potential cases related to cultural gaps among virtual team members in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovations
  • Length:  6 or 9 hours, virtual or face to face

Group #2: Diversity and Inclusion

Diversity & Inclusion

Program designed to help participants understand the origin of individual perspective and preferences, become more sensitive to that of others, develop knowledge, skills and behaviors that lead to more efficient interactions and agreements in diverse environments and  become more inclusive.

  • Individual Perspective & Bias Management: How group experiences impact        our values, ideas & preferred ways of acting and working. 
  • Understand one’s own perspective, personal biases, those of others, and how to better interact with them. 
  • How to achieve greater flexibility & open-mindedness to interact with diverse individuals.
  • Identify participants’ styles and analyze real cases to gain awareness of the differences between their own styles and those of other individuals in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Development of Inclusive Skills: To be truly diverse and inclusive, key behaviors must be developed to communicate and work effectively with diverse individuals in the following areas:

      • Teamwork & meetings
      • Relationship building
      • Motivation
      • Effective Communication
      • Feedback
      • Conflict Resolution
  • Working Across Borders: To work beyond our own perspective and cross the boundaries of race, ethnicity, religion, gender, sexual preferences, work styles, communication, diverse roles and functions. Team mapping to identify key behaviors, to be reinforced in order to be more inclusive. 

  • Being a Champion: Identifying the characteristics & behavior of a change agent. Being a champion means being a true change agent, having a genuine will and a mind that work towards the real inclusion of all individuals in the organization, whatever their styles, preferences and characteristics are.
  • Achieving Results: Method to be used to implement concrete actions that allow achieving the results of the organization by developing a diverse and inclusive culture.
  • Use of Assessments IBI (Inclusive Behavior Inventory)

See descriptive on the Tools tabentas

  • Molton DISC optional

See descriptive on the Tools tabentas

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.    
    • Optional accompaniment: 
      • Coaching
      • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  32 hours, virtual or face to face

“My name is Marcela Isaza Peláez, I am Knowledge Unit Coordinator at the companies that are part of the groups Argos, Bancolombia, Sura and Nutresa. Marcela Vallejo has worked for us on several occasions.                    

She gave a speech on Multiculturalism during the Latin American meeting on Governance, Risk and Control, which brought together the Audit, Risk and Compliance areas of our companies throughout Latin America. 

We also have an Internship Program and I myself took part in it. Marcela delivered an Expatriate Workshop for a group of candidates for scholarships abroad.

We recommend Marcela and her company M&M Multicultural Management in the areas of Intercultural Consulting, Diversity and Inclusion.”

Global Leaders

Program for executives with responsibility in diverse countries or  reporting abroad. Designed to develop knowledge, skills and behaviors that allow them to achieve their objectives and those of the teams they lead in each country.

  • Culture and Impact: How cultural differences impact on the adjustment and the interactions between individuals with diverse styles, preferences and education. How to achieve more open-mindedness and flexibility to interact with individuals from other nationalities and cultures.
  • Three cultural spheres: To understand the counterparts’ national, individual and corporate spheres and how these determine their behaviors
  • Cultural Roots of the counterpart country/countries (History, economy, politics, geography, social organization, current events, attitudes towards foreigners) 
  • Analysis of actual or potential cases related to cultural gaps between the executive and the nationals of the country(ies) in charge or to which he/she reports in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Use of assessment Molton DISC

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.
  • Optional accompaniment:  
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  8 or 16 hours, virtual or face to face

 

“My name is Ana María Echeverry, Director of Communication & Culture for SURA Asset Management, in Colombia. Marcela Vallejo, General Director for M&M Multicultural Management, led a workshop for the corporate team, which allowed participants to acquire knowledge, develop capacities and behavior,  that enabled them to have much more effective intercultural interaction, among nationals from the diverse countries where we have operations: Mexico, Peru, El Salvador, Uruguay and Chile.”

Building Diverse and Inclusive Work Teams

Program designed to identify & analyze the different perspectives, styles & abilities of the members of a team, and to capitalize on this diversity in order to achieve the team’s objectives.

  • Activity (Identification of Roles, Capabilities, Coordination, Cooperation, Differences & Similarities, Goal Achievement)
  • Successful Teams: The 6 C´s: 
  1. Cultural Intelligence: Develop and maintain a diverse and inclusive work environment
  2. Cooperation: Develop and maintain relationships with other individuals who have a different perspective from one’s own, build a collective & individual Action Plan to this purpose
  3. Convergence: Defining and maintaining a clear purpose and a shared definition of priorities
  4. Coordination: Aligning individuals in execution through clear definition of roles, responsibilities, instruments, methods and processes
  5. Capability: Leverage the knowledge, skills and experiences of all team members in order to increase the group’s capability
  6. Communication: Generate an effective and constructive communication dynamic
  • Appreciative Dialogue: Use of the Appreciative Inquiry Methodology to identify the team’s strengths and how to leverage them in order to achieve the team’s strategic objectives 
  • Culture & Impact: Rootedness in the individual cultural perspective and how to be flexible towards the perspectives of others. Cultural Spheres: National, individual, corporate
  • Cultural Due Diligence: Use of the Molton DISC Assessment to identify gaps and similarities among Work Team members, to improve interaction and effectiveness among them, and to achieve common objectives. Discussion and analysis of real cases, in the following dimensions:
    • Teamwork & motivation
    • Internal & external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict solving, negotiation
    • Handling information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Use of the assessment Molton DISC

See descriptive on the Tools tab

  • Cooperation: Development of an individual & group action plan, with concrete actions throughout the workshop. Implementation and follow-up methodology.  
  • Effective Communication:

¤ Definition

¤ Steps to achieve Effective Communication

¤ Listening Skills

¤ Techniques to achieve Effective Communication

¤ Handling Difficult Conversations

¤ Convergence: Defining the team’s purpose and objectives 

¤ Coordination: Defining of Roles, Responsibilities and Processes for the execution of the objectives

¤ Capability: Identifying who has the skills and knowledge and therefore who will be in charge of implementing tasks and projects, leading to objectives set

  • Optional accompaniment: 
    • Group Coaching
    • Strategic Execution: Appreciative Inquiry Methodology
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  20 hours, virtual or face to face

“My name is Andrés Echavarría, and I am the CEO of O-tek in Mexico, part of a large group of companies by the name of Inversiones Mundial. Inversiones Mundial is an industrial group integrated and diversified, leader in Latin American markets, with 30 companies in operation in 11 countries and exports to other 17.

 Marcela successfully covered all aspects of Team Building, providing us with a specific, practical and useful strategy to better perform as a team, with our local employees and headquarters in Colombia.

She is highly knowledgeable of Latin American cultures and all aspects of Cross-Cultural Team Building Training such as:

Planning & Executing, Leadership, Communication, Roles & Responsibilities, Time Management, Sharing Information, Flexibility, Attitude towards Risk, Ambiguity & Change, Motivation

We highly recommend Marcela for any Cross-Cultural Training, covering all the mentioned above.”

Development of Global Intercultural

Program for Executives interacting with diverse individuals. Designed to develop skills & behaviors that will enable them to achieve their objectives and those of their teams, interacting with individuals with diverse preferences, styles, skills and knowledge.

Culture and Impact: How cultural differences impact on the adjustment and the interactions between individuals with diverse styles, preferences and education. How to achieve more open-mindedness and flexibility, to interact with individuals with different preferences and styles.

  • Analysis of the participants´ skills in the following areas:
    • Continuous Learning: Ability to learn from oneself and from individuals with different orientations, styles and preferences from one’s own
    • Interpersonal Relationships: Ability and interest in relating to individuals with orientations, styles and preferences different from one’s own and in maintaining such relationships over time

Emotional Strength: Positive view of individuals with orientations, styles and preferences different from one’s own, and emotional resilience in interactions with these people that have a negative impact

  • Use of Assessment IES Intercultural Effectiveness Scale

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology. Optional accompaniment: 
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  4 hours, virtual or face to face

 

“Marcela Vallejo delivered various workshops on Development of Intercultural Competencies for the HR Team & all VP´S in different countries where  BANCOLOMBIA has subsidiaries: Colombia, El Salvador, Guatemala, Perú and Panamá. 

 Feedback on the training was excellent, participants considered acquired knowledge to be very useful for their international management.”

Angela Maria Sierra Gallón

Supply chain management

Group #3: Global Mobility

Expatriates & Repatriates

Expatriates: Program designed to raise the expatriate’s and his/her family’s awareness of the impact of the cultural differences on their adjustment to the new country and to facilitate a successful interaction with their new environment, both personally and at work.

Repatriates:Program designed to make the repatriate and the accompanying family aware of what has changed during their assignment abroad and to help them successfully reintegrate in their country of origin, both personally and professionally.

  • Culture and Impact: How cultural differences impact on the adjustment and the interactions between individuals with diverse styles, preferences and education. How to achieve more open-mindedness and flexibility to interact with individuals from other nationalities and cultures.
  • Adjustment Curve and Culture Shock: Stages and how to handle culture shock. 
  • Three cultural spheres: To understand the counterparts’ national, individual and corporate spheres and how these determine their behaviors
  • Cultural Roots of the destination country (History, economy, politics, geography, social organization, current events, attitudes towards foreigners) 
  • Aspects of daily life: Transportation, safety, health, housing, education, entertainment, sports, and participants’ specific interests.
  • Analysis of actual or potential cases related to cultural gaps between the expatriate and nationals of the assignment country in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Use of assessments Molton DISC or Diversity Icebreaker

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.    
  • Optional accompaniment: 

– Coaching

– Kirkpatrick Evaluation Model 

  • Q&A, Conclusions & Close, Evaluation
  • Length:  8 or 16 hours, virtual or face to face

 

  • How to prepare for the return
  • Reverse culture shock. The role of culture in the readjustment
  • Three cultural spheres: To understand the counterparts’ national, individual and corporate spheres in the origin country and how these determine their behaviors
  • Cultural Roots of the origin country (History, economy, politics, geography, social organization, current events) 
  • Aspects of daily life: Transportation, safety, health, housing, education, entertainment, sports, and participants’ specific interests.
  • Analysis of actual or potential cases related to cultural gaps between the expatriate and nationals of the origin country in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Use of assessments Molton DISC or Diversity Icebreaker

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.  
  • Optional accompaniment:

– Coaching

– Kirkpatrick Evaluation Model

  • Q&A, Conclusions & Close, Evaluation 
  • Length:  8 or 16 hours, virtual or face to face
  •  

 

“My name is Sergio González, I am the Regional Business Leader Gulf Region for the Arab Emirates for 3M Company, and I am pleased to confirm I had a very successful Cross Cultural Training, led by Marcela Vallejo in December 2014.

My company 3M has sent me for an assignment in the United Arab Emirates with my family, wife and 3 children, leaving from Mexico.

Marcela gave us an orientation on how to go through the adaptation process, in such a different culture, and also detailed all the specific aspects of how to better relate, communicate, negotiate, give feedback, solve conflict and interact with locals, not only in the work environment, but also on a daily basis. She also trained my 7 and 9 year-old children, with very satisfactory results as you can see from the evaluations provided by them.

I highly recommend Marcela as a very professional Cross Cultural Trainer, for orienting families to better adapt in new countries and executives to become successful and reach their professional goals, interacting with different nationalities.”

Temporary Assignments

Program designed to raise the business traveler’s awareness of the impact of cultural differences on the adjustment to the destination country(ies) and to facilitate a successful interaction with the work environment.

  • Culture and Impact: How cultural differences impact on the adjustment and the interactions between individuals with diverse styles, preferences and education. How to achieve more open-mindedness and flexibility to interact with individuals from other nationalities and cultures.
  • Three cultural spheres: To understand the counterparts’ national, individual and corporate spheres and how these determine their behaviors
  • Cultural Roots of the destination country(ies) (History, economy, politics, geography, social organization, current events, attitudes towards foreigners) 
  • Analysis of actual or potential cases related to cultural gaps between the expatriate and nationals of the assignment country in the following areas:
    • Teamwork & motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
    • Leadership, power relationships & decision making
    • Attitude towards risk, change, uncertainty and innovation
  • Use of assessments Molton DISC or Diversity Icebreaker

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  8 or 16 hours, virtual o face to face

 

“Marcela Vallejo has worked as an Intercultural Consultant for Edgewell in training for executives on temporary assignments:

  • Our Latam Controller Manager 
  • Edgewell’s Colombia Controllership Team in charge of the interaction with other countries in the region

The workshops were very well rated and have been of practical use to the participants.”

Roberto Tomei

Latam Controllership Director

Exchange Students

Program aimed at providing exchange students with relevant information that will allow them to integrate and perform successfully both personally and academically in the host country.

  • Culture and Impact: How cultural differences impact on the adjustment and the interactions between individuals with diverse styles, preferences and education.
  • Adjustment Curve and Culture Shock: Stages and how to handle culture shock. 
  • Two cultural spheres: To understand the counterparts’ national and individual spheres in the host country and how these determine their behaviors
  • Cultural Roots of the host country (History, economy, politics, geography, social organization, current events, Attitude towards foreigners) 
  • Education system of the host country
  • Analysis of the cultural gaps between the student and the nationals of the country or countries with which he/she must interact in the following areas:
    • Teamwork and motivation
    • Internal and external relationships
    • Planning and execution
    • Communication styles: Feedback, conflict resolution, negotiation
    • Handling of information
  • Use of Assessment Molton DISC

See descriptive on the Tools tab

  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.    
  • Optional accompaniment: 
    • Coaching
    • Kirkpatrick Evaluation Mode
  • Q&A, Conclusions & Close, Evaluation
  • Length:  8 or 16 hours, virtual o face to face

 

My name is Marcela Isaza Peláez, I am the Knowledge Unit Coordinator at the companies that are part of the groups Argos, Bancolombia, Sura and Nutresa in Colombia. Marcela Vallejo has worked for us on two occasions: 

1.She gave a conference on Multiculturalism during the Latin American meeting on Governance, Risk and Control, which brought together the Audit, Risk and Compliance areas of our companies throughout Latin America. 

2.We also have an Internship Program and I myself took part in it. Marcela delivered an Expatriate Workshop for a group of candidates for scholarships abroad.               

We recommend Marcela and her company M&M Multicultural Management in the areas of Intercultural Consulting, Diversity and Inclusion.”

Group #4: Soft Skills

Leadership & Coaching

Program designed to identify one’s strengths as a leader and coach, develop knowledge regarding the techniques of the Leadership & Coaching Model “Servant Model”, new skills and behaviors that allow to be a better leader and coach within the organization.

  • Critical Leadership & Coaching Skills: 

– Which are they? 

– How to build Credibility and Trust: Use of Appreciative Inquiry Methodology

  • Leadership Practices
  • How to Motivate Teams and Cocreate 
  • Coaching: 

– Definition, benefits, when to apply it 

– Types of Coaching: Remedial, Preventive, de Desarrollo 

– Roles of a Coach: Counsellor, Mentor, Tutor, Challenger 

– Coaching Cycle

– Evaluation of Effective Skills as Participants’ Leader and Coach

  •  Development of Coaching Skills: To be a good coach, one must identify and manage one´s coachees’ preferences in the following areas: 
    • Wok and Meetings
    • Building Relationships
    • Motivation
    • Effective Communication
    • Feedback
    • Conflict Resolution
    • Effective Communication:
    • Definition
    • Steps to achieve Effective Communication
    • Listening Skills
    • Techniques to achieve Effective Communication
    • Handling Difficult Conversations
  • Use of assessment tool Molton DISC. Deliverables: Premium Report, Alignment Coach vs. Coachee, Individual Development Plan
  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology. Optional accompaniment: 
      • Coaching
      • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation 
  • Length:  20 hours, virtual or in person

Bank of Tokyo-Mitsubishi UFJ Mexico SA hereby highly recommends Marcela Vallejo and Manfredo Juan Wilhelmus as very professional and expert Cross Cultural, Leadership and Coaching Consultants. 

Manfredo Juan Wilhelmus has delivered very effective Cross Cultural Training for our Japanese Executives on how to better adapt and be more successful professionally and personally in Mexico.

More recently, Marcela and Manfredo have delivered two Group Trainings and individual follow-up Coaching Sessions for our team of Directors on Leadership Skills and Coaching, which we are very satisfied with.

We therefore recommend them as very knowledgeable and reliable on orienting top executives and their families as required  in any of these topics.”

Oscar Lizárraga

HR Director

Effective Communication

Program designed to identify one’s own strengths in this area, to develop knowledge regarding techniques, new skills and behaviors that allow communicating in an effective way.

  • Definition of Effective Communication
  • Steps to achieve Effective Communication
  • Listening Skills 
  • Techniques to achieve Effective Communication:

– Observe Non-Verbal Communication

– Announce a Behavior  

– Validate / Summarize

– Techniques and Styles of Questions

– Handling Questions and Objections

– Express Feelings

  • Critical Dialogue: Handling difficult conversations
  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.
  • Optional accompaniment: 
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation 
  • Length:  8 or 12 hours, virtual or face to face

 

Non-Violent Communication

Program designed to identify the ways in which we normally communicate without achieving what we want, how to transcend these ways, how to manage to express what we really want & need, to promote in others the will to contribute to it and to build agreements.

  • Definition of Non-Violent Communication
  • Steps to achieve Non-Violent Communication:

Describe Facts

– Describe Feelings

– Describe Needs

– Express a Request

  • Listening Skills
  • Techniques to achieve Non-Violent Communication:

– Empathy

– Self-Empathy 

– Identify one’s own Needs and Express them Positively

– Types of Requests

– Conflict Solving

  • Intention vs. Impact: How to distinguish them and not to make assumptions
  • Non- Violent vs. Violent Communication: Differences between them
  • Interruptions
  • The Purpose of Anger
  • Rewards vs. Punishments
  • Development of an individual action plan, with concrete actions throughout the workshop. Implementation and follow up methodology.
  • Optional accompaniment: 
    • Coaching
    • Kirkpatrick Evaluation Model
  • Q&A, Conclusions & Close, Evaluation
  • Length:  16 hours, virtual or face to face

 

Group #5: KPI’s & Measurement of Impact on Results

Kirkpatrick Evaluation Model

Measuring the results is essential to follow up the implementation of the Action Plans developed in our programs and to know the impact of such implementation in your organization.

The Kirkpatrick Model allows to do this at 4 levels:

  • Level 1: Reaction & Satisfaction

This level measures how satisfied participants are with aspects such as:

¤ the methodology 

¤ the instructors¤ the content

¤ the training infrastructure

Evidence has shown that one of the satisfaction measurements that has the highest correlation with learning, is the perceived relevance and usefulness of the training activity on job performance

 How: Through Program Evaluations

  • Level 2: Learning

-It should determine:

¤ What knowledge has been acquired? 

¤ The extent to which techniques, models, principles, concepts & skills have been acquired by the participants

How: 

-Through response surveys: 

¤ Open: for development 

¤ Fixed: multiple choice, true or false, paired terms or concepts, complete

  • Level 3: Transfer or Applicability

Evaluation of behavioral change; it measures:

¤ The degree to which knowledge, skills and attitudes learned in the training have been transferred for better job performance ¤ To what extent did participants apply at work what they learned in the training? How?

¤ If they didn’t… Why not? ¤ Which skills have been best developed?

¤ Which attitudes have been changed?

Derived from Action Plans

How:                                                                                         -Through periodic group meetings or interviews with participants, superiors, subordinate and colleagues to review implementation, share best practices and required adjustments

  • Level 4: Impact on Results

To determine the degree of improvement of the strategic variables, as a result of the training: 

¤ Teamwork, Motivation & Trust

¤ Communication (conflict solving, agreements, feedback)        ¤ Planning & Execution

¤ Leadership & Decision Making

¤ Tangible benefits obtained (better performance, innovation, knowledge transfer and mutual learning, higher productivity, increase in sales, greater market penetration, new products, new strategies, cost reduction, rotation rate, ROI, to be chosen and determined by the client)

How: Through 360º evaluation (quantitative) and surveys (qualitative)

Periodicity & Samples

  • Reaction Evaluation:
    • 100% of the participants.                               
    • When? At the end of the workshops
  • Learning Evaluation 

80% of the participants, random & rotational When? One or two weeks after the workshops

  • Knowledge Transfer to Work 
    • Evaluation from 50% of the participants, random & rotational. When? Quarterly
  • Impact on Results:

Evaluation to 100% of participants and 10% of the universe of measured tangible variables When? Semiannually

 

Contact Us

Multicultural Management 2020© All rights reserved