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Organizational Learning

Almost all companies say that they are a "learning organization." Yet most don't know how to learn effectively. They don't measure how much staff learns or track if ever gets used. How much does your company spend and how much is it getting in return? Let's talk about the obstacles that keep your organization from learning. Together we can work together to devise professional development solutions that are culturally specific to your organization, its people, and its mission. Together we can retool your professional development system so it translates into performance and excellence.

High Standards for Organizational Learning

Consultant: Douglas Tsoi, Founder of PUGS, and longtime training manager and teacher. 

Almost all companies say that they are a "learning organization." Yet most don't know how to learn effectively. Do you measure how much staff learns or track if ever gets used? Have you created high standards for individual employee training? Let's talk about the obstacles that keep your staff from learning and applying what they learned. Let's talk about developing employee training standards that are culturally specific to your organization, its people, and its mission. Together we can retool your professional development system so it translates into performance and excellence.

Here are some options:

  1. Workshop for your managers about improving professional development of your company. Understand why training doesn’t lead to results. Learn real tools and structures to build up their staff’s skills for their jobs. Increase everyone’s job performance.  Optional workshop for your staff so employees learn high standards for their learning.

  2. Consulting and facilitation for your HR staff to create better professional development systems. Design or revise your professional development structure to measure its performance. Connect learning metrics to business objectives. Become a learning organization that cultivates and nurtures top talent. 6 month follow-up to ensure professional development has led to increased job performance and better business results.

  3. Facilitation of a company-wide internal process involving HR, managers, and staff to execute a professional development system. Change the way your organization learns. After you've tracked how staff have learned or can perform skills, develop an organizational system that rewards learning new skills and reinforces better job performance. If you do, you'll be radically more prepared for the challenges ahead. This is a comprehensive engagement with 6 month and 1 year follow-up to ensure professional development has led to increased job performance and better business results.

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