The challenge:

Training people is often more difficult than it sounds, especially regarding practices and new ways-of-working. There is plenty of training available in the industry, with 'certifications' (however doubtful some might be), but those rarely find their way into application in your operations.

There are two fundamental problems with regular approaches to training:

• The practices and ways-of-working are generally established at the system level, and no individual can shift the system's ways singlehandedly,

• Industry training generally covers a lot in a short period. It is often too much for participants to absorb, and unless they apply it, it is quickly forgotten. It is fundamentally going to waste and often coupled with the trained person getting frustrated.

We need to refresh the ways we train talent development, guided by the change impact that training is to achieve.

Henko's differentiated approach:

At Henko, we are set to work with new training content, which is the next step after the Agile era, and with new training approaches that are focused on adoption.

Running in-house training offers the key benefit of creating shared mental models. This helps overcome the systemic inertia of organisational adoption because more people are aware of the benefits and the changes that result.

We also look to run our training as a continuous experience. This enables the pace of knowledge onboarding to a reasonable adoption rate in practice. People get enough information that they can digest and apply. The practice consolidates the knowledge and delivers the benefits.

From those principles, we offer different approaches to training:

• The training cohorts - please see the service 'In-house training cohorts',

• Education points brought into business workshops and themed coaching programmes: please see those respective services,

• Mini-trainings - to bring short and sharp training experiences to keep people thinking and stimulated.

The mini-trainings are two to three hours of virtual training sessions focused on one key learning point directly applicable to day-to-day work. The participants learn and explore the topic, practice amongst themselves in a safe training environment using virtual collaborative boards, and then are ready to apply the new knowledge immediately.

We typically collaborate with you to design a series of mini-training sessions based on your context and ensure that the training experience is engaging and ongoing.

We have a catalogue of ready mini-trainings and the flexibility to design semi-tailored ones from the material available.

Expected outcomes: 

The mini-training series complement the cohort and convey that personal development is continuous:

• Ease of adoption by giving a precise focus and equipping people with the skills to put into practice right after the mini-training,

• Better change adoption reinforcing specific knowledge where we see that application is challenged,

• Preventing entropy by continually bringing reflections and anchoring the practices,

• Shared experiences allow shifts at the organisation system level, facilitating the realisation in practice,

• Continually making those small investments in training means that people will invest in themselves, their growth, and ultimately, the growth of a better work environment.

Your next steps: 

Please contact us to discuss your needs for an in-house mini-training series. We will co-design one based on your context and challenges. Alternatively, you may commission one of the ready-made mini-series we offer on this website.