ABCD (About Business Culture Development)

  As I mentioned in Part 1 of this article, creating a training program is not just asking questions and having discussions; it is a hand-in-hand situation for increasing effectiveness. It is also very important to use coaching and mentoring approaches and methods to deepen and understand the learning needs. (You can read my previous article about coaching and training at the link below). https://aboutbusinessculturedevelopment.blogspot.com/2022/03/coach-coaching-inand-training-part-2.html So, l imited coordination   with a team, it can be overwhelming to handle all aspects of a training business, from scheduling sessions to managing administrative tasks. This scarcity of human resources often leads to inefficient processes and delays in delivering quality and constructive training experiences. A challenge of training coordination is to communicate and collaborate effectively with all the parties involved in the training, such as managers, trainers, learners, sponsors, vendors...

  I recently created a case study that I was asked by a multinational company in Greece for the training and development of Leadership skills, for its executives and employees,  delivering close to 800 people. Starting the coordination through opened and constructive questions with deepened dialogue, communication and collaboration, asking them to share and provide me with material that will give me a more holistic approach, along with their metrics about what they are lagging behind at the same time according to their own findings, which they think should to focus as characteristics that they would like to develop according to the values, goals and directions, as well as at the DEI level, within the culture of their organization, I recognized a great ignorance and uncooperative culture. Why am I mentioning this, because no matter how big organization you are, if you don't know to reach your goals, if you hesitate to share important information with your partners, even the ext...