Developing a Custom Program

When delivering a customized program shaped to the unique needs of your business, SEEC employs a collaborative and consultative approach to program design and development.

Needs Analysis

SEEC conducts a thorough stakeholder analysis process to identify and clarify your leadership development needs. Senior SEEC learning consultants interview stakeholders within your organization to determine the most relevant leadership development strategies.  Where a well-developed requirement is already completed, this step can be shortened to serves as an opportunity for SEEC to learn about your business and context driving the training need.
Objectives of the stakeholder analysis are to:

• Become familiar with your business, environment and culture
• Understand existing, or required, competency model and talent management program
• Determine most relevant business strategies to be supported
• Identify and clarify required competencies and development needs
• Derive and propose a curriculum framework based on the development needs identified

Design and Development

An eight (8) step collaborative program design and development process is utilized:
1.   Review results of stakeholder analysis
2.   Define goals as measurable business metrics
3.   Write performance objectives
4.   Plan instructional strategy
5.   Develop program design document/blueprint
6.   Review design document with organization
7.   Design individual components with the support of your senior leaders
8.   Obtain feedback from stakeholders

Core principles incorporated throughout the design process include:

• Innovation: novel and exciting ideas about content and methods
• Balance: modules that challenge participants and support business goals
• Relevance: address the realities and challenges of your leaders
• Multi-level impact: address learning needs of the individual leader, team, organization and industry/system

Program Delivery

Our team executes the logistical details of each module, including booking facilities, catering, and instructors; registering all participants and distributing introductory packages; printing and setting up course materials; coordinating and communicating details of pre-work assessments; and summarizing evaluations.

Evaluation and Recommendations

Evaluations results are measured against baseline metrics and expected improvements, their impacts, both intended and unintended, and their continued relevance to the needs of program participants.  
Our learning evaluation model is based on the Donald Kirkpatrick model:

Individual
Level 1 – Reaction: perceptions and level of satisfaction with program
Level 2 – Learning: knowledge acquired against objectives

Organization
Level 3 – Transfer: post-program behaviour change and achievement of objectives

Organization & System
Level 4 – Results: final outcome, transfer or impact on organization, and final evaluation of objectives

Sustainment

SEEC utilizes practical applications to promote learning transfer and sustainment including self-awareness assessments, work place related exercises and case studies, Action Learning Program projects (real world assignments performed in teams), Personal Development Action Plans, online resources, and social forum.