We commit to supporting behaviour change. Behaviour change does not happen over a day. And most certainly, it rarely happens with a day of training.
 

To fulfill our promise to support behaviour change, we support a comprehensive learning journey, which up caters to the 4As a person goes through in their journey of behaviour change.

A - ASPIRE  |  A - AWARE  |  A - ACQUIRE  |  A - APPLY
 

 A - ASPIRE
Change starts from own willingness and drives for change. Without this, it will be very hard to sustain the learning journey.
 

 A - AWARE
A person must have an accurate assessment of their current state concerning knowledge/skill. This will clarify what to improve.
 

 A - ACQUIRE
One must acquire the necessary skill sets and make it their own.
 

 A - APPLY
One must master the acquired skills through actual practice. Otherwise, no effective changes in behaviour will be made.
 

To cater to all of the 4As above, we support the trainees through the following methods.
 

 A - ASPIRE
Our first focus discussion in every training topic is on the "why" of the training rather than the "what". The critical realization in the beginning of the learning journey is the deep understanding of the training topic's relevance to the trainees' current situation. Without a strong personal motivation and a clear link on how the topic benefits them, the aspiration cannot be achieved.
 

 A - AWARE
In order for the awareness to be real, we often conduct assessments of their current state. Especially with a quantified assessment of their current situation, there is no more running away from reality. We also design the program so that in the beginning chapters of the program (before we go deeply into the content),  we have what is called "an eye-opener case study". This eye-opener case study is to make trainees realize their current thinking habits so that they become aware of what they need to change.
 

 A - ACQUIRE
The acquire part of the learning journey is done through in-class training. The golden number is 80 to 20. 80% of our training is spent on case studies, discussions, role plays, and feedbacks. 20% is spent on input. The class is live and interactive where every trainee is learning from each other.
 

 A - APPLY
Follow up after in-class training is the key. 
We conduct workshop sessions using the trainees actual business case so that the bridge between in-class and work is clear. We conduct 1 on 1 coaching sessions with the participants to provide detailed feedback session on individual struggle points. We conduct post assignments and feedback sessions to fortify the trainees application level of the learnt content.
 

Through these services, we take the trainees on a learning journey that brings life-changing realization from 0 to 100. Since all of our trainers are experienced coaches, a lot of the focus will be on the individuals development process.
 

This is one of the reasons we are chosen as the partner for effective Human Resource Development.