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OUR CLIENTS
Our client list doesn't look too much different than the industry leaders list. Whether it's an industry leading utility reaching into almost every state in the nation, or the top providers of services, technical consulting and construction, we know utilities, and we know nuclear. Below are a couple of examples of how we met the needs of our clients by providing world class training and development that was engaging, dynamic, and effective.
CLIENT CASE STUDY 1
MAKING POLICY and LEGAL ENGAGING
So what do you do when you have three days of HR and Legal to train people on? You know...exciting things like the companies EEOC policy, and what procedure to follow if you get a Harassment complaint...or what protected activities are. You could get all the policies together, assemble a 300 slide PowerPoint presentation, and have at it. (And be pretty sure to lose everyone 45 minutes in or so.)
Here's what we did. We reduced the workbook to a half sheet size, excluding all the stuff participants could locate on line. This created a pretty cool little desk reference manual. Then we added a competitive game aspect to the program. Participants, working in table groups, earn points for their tables in a quest for "fabulous prizes." (which in the end turn out to be business books, which are very well received, because continuous learning is priceless...) They earn points in a variety of ways, all related to demonstrating knowledge of, and more importantly, application of what they are learning. Application? To What? Glad you asked! Read On!
Each table group has to manage a very difficult employee, who has earned their way into the "HR Hall of Shame" through their actions, or inactions, around legal and HR issues in the workplace. The table group serves as the collective manager of this employee, preparing development and coaching plans, and most importantly, delivering them to the employee. Deliver them to the employee? Yep! 6 tables, 6 characters, two facilitators, each playing the role of three of those difficult employees.
These interactions are not role plays, or DLA's. They go way beyond that, because they are not scripted. The facilitator engages with the participant/coach as the difficult employee based on how well the participant is handling the situation. And the participant learns in a way that no other training could possible provide.
So what do you do? That's what we do, and we are entering our 11th year doing it!
CLIENT CASE STUDY 2
IMPROVING OUTAGE SERVICE LEADERSHIP
One of our clients came to us with an important leadership issue.
"How do we improve leadership out in the field during one of the most difficult jobs imaginable; providing outage services to a large utility client" We are doing pretty well, but know we could do much better.
We crafted a multi-week leadership development course for their field leaders, who typically receive a great deal of technical, nuclear safety, and industrial safety training, but not much leadership training.
Starting from a foundation of known success in delivering similar leadership skill building courses, the course was customized around the field leader, using examples of issues they gave us prior to the training. This customization helped the facilitators develop rapport quickly and drew out even the most hesitant participant.
The result? Better field leadership, better outages, and very impressed customers!
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