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Employee and leadership development
Our job roles change several times during our careers, and to master these shifts, continuous development of employees and managers is crucial; for example, through courses, training, team building and seminars.
Change and development: The key to career success
Most of us can expect our roles and the content of our jobs to change at least 5-6 times during our careers.
Therefore, we must learn to master changing tasks.
To do this, we need to continuously think about employee and leadership development.
However, employee and leadership development covers a wide range of initiatives and possible activities.
Courses, training, team building and seminars are just some of them, and which ones are the right ones to choose?
Whatever is relevant to the individual, it’s important that the employee, manager or talent develops within a range that meets both their interests and the company’s strategic goals.
FocusProfile consists of the modules PersonProfile, MirrorProfile, JobProfile, DreamJobProfile, TeamProfile and GroupProfile.
They give you different options depending on which HR process you include it in.
You can use the modules individually or combine them.
In addition, the FocusProfile contains sales interpretation texts that are tailored precisely to the development of the salesperson segment.
Developing employees and organization
Developing employees and leaders in a way that respects and understands the individual and the organization.
At the same time with an ambition to support strategic goals.
It could be the employee who is stuck or who you are afraid of losing if they don’t feel they are learning something new.
It could be the talent you’re trying to attract but need to put together a specific plan for their time in your company.
Or it could be the middle manager you’re promoting – and therefore needs skills development.
But it can also be the organization as a whole.
75% of all the learning that employees experience is informal and happens when they perform everyday tasks.
Only the remaining 25% is part of a structured program.
If you can create stronger learning environments in your organization, you can push those percentages and have more control over what and how much employees learn – and of course, how fast.
But it requires you to work strategically with development and create a learning environment where new employees’ knowledge is translated and put into play faster, and where the great insights of the experienced stay in the organization instead of disappearing when they walk out the door.
How does Garuda help with employee development and leadership development?
At Garuda, we believe that the development of employees and leaders is based on a set of values that aims to create balance between people.
We ensure this by starting with the focus, strengths, personality and competencies of the employee, manager or talent and based on these, we put together a program that develops the individual and the organization.
This approach to developing employees and managers is important because it’s easy to impose a process on a group of employees that has its origins in the company itself – without regard for the individual.
But if the manager or HR consultant knows exactly what motivates the individual employee, where they focus, which tasks they prefer and how they prefer to do their work, it will be a great help.
Both when it comes to tailoring the program and when we look at what the employee has gained from it afterwards.
Using profile tools, team processes or employee development, we get you to reflect.
Employees and managers gain new insights into themselves and each other, and the organization creates a common language that makes it possible to have a targeted dialogue about well-being, communication and development.
Based on the structured dialog that the profile tools provide a framework for, you can work with the employee to create a plan for developing their professional and personal skills.
The same approach works for managers and talent.
But if we’re looking at a department, a team or the entire organization, the method needs to be broader and more participative.
However, whether you want to develop the individual, the team or the organization, it is based on a mindset of creating balance between people in an open and equal dialogue.
We are here to help
At Garuda, we can help with employee, leadership and organizational development.
