Learning

Supporting our client's projects ...

We provide a full range of learning support services ranging from training and certification, through coaching and mentoring support. Some of our services are listed above. If you require other services, please contact us.

How we work

Our consultants have experience in all areas of delivery management, in all sectors. This means that they have gathered a lot of knowledge, and a little wisdom. And they're willing to share this knowledge and widom with our clients. We see part of our corporate social responsibility is to transfer this knowledge to those who need it. To do this, we set up our Inspiring Projects division, focussed on training in best practice approaches to delivery management.

There is a continuum in the nature of interactions between someone developing competence in a particular area and someone who is already highly competent in that area:

  • Training is the act of transfering information or a body of knowledge from the trainer to the trainee. A course may be built around a fixed syllabus and focus on information push, or take a more relaxed approach and guide participants through learning experiences that enable the trainer to elicit or draw out from participants the sorts of attitudes and behaviours that are desired in the workplace or situation.
  • Assessment is a formal assessment of the competence of a person by an experienced practitioner, against an established standard.
  • Coaching is the act of working with the coachee to solve a specific problem. The person being coached has a specific goal to achieve. It can be long term or short term, but it is specific. The coach is there to help that person meet their goal. Once the goal is met, the relationship is re-evaluated and either progresses to another goal or ends. Coaching is about applying theory, knowledge and skills in a practical and pragmatic way. The coach should present information in a way that connects and makes sense, resulting in increased delivery performance.
  • Mentoring is generally an informal relationship between two people. Mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less. The personal credibility of the mentor is as essential to quality mentoring as is their skill. A mentor will do many of the same things as a coach or even someone who is a trainer, but there may be no formal obligation on the part of either party. A mentoring relationship often develops gradually from a friendship or a professional association, intensifies as the mentor discovers he has valuable insight and experience to share, and as the person being mentored discovers his desire to learn from the mentor. The two people will at some point recognize the special nature of their relationship, but may not name it. And as life circumstances change, the relationship will gradually de-intensify. It will often turn into a friendship of peers.

The degree and specificity of the interaction drops as the relationship develops, moving away from transfer of specific knowledge to modelling of behaviours, from harder skills to softer skills and attitudes. While our delivery management courses are acknowledged as among the best available in Australia, we do not make the mistake of saying that attending a training course raises competence. Competence is the demonstration of mastery in the workplace - "doing it" rather than "knowing it". And coaching and mentoring are one way to increase organisational and individual competence.

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