Capability Development

We perceive experiential learning in varied forms, but no matter what the form is, we commit ourselves to completing an integrated learning cycle where participants have an opportunity to practice, reflect, observe, model and experience the statutory learning goals. Experiential learning can’t be seen as a stand alone learning intervention but it has a great impact when it’s designed to complement other interventions as part of a capability development project. The most common version of experiential learning activities are known as team-building events, whilst team-building events and outdoor exercises in general are deemed to be an important part of the whole process, but still they represent only 20% of the whole integrated process to ensure that behavioral change has been transferred into work’s context. Experiential learning can be delivered in several forms such as; outdoor engagement, retreats, indoor and outdoor activities, virtual environment, business simulation, problem-based studies, action-learning projects, classroom setting and blended learning approach. At MSA CBSD we tend to work collaboratively with our clients to choose the best fit interventions that drive tangible results we can promise and commit ourselves to.

Coaching and Mentoring are now the zeitgeist of today’s learning and development practices. We perceive coaching in particular as the technology of today’s engaged and effective work culture, which everyone needs to practice and get involved in. When coaching is tied to capability development, it comes under the umbrella of institutionalized practices. This means that MSA CBSD prefers to build an internal capability that embeds coaching and mentoring into your corporate DNA, capitalizing on our commitment to help organizations become more interdependent, while gradually quenching our role the fastest we can.

How we transform your internal corporate DNA:

1. Building a collaborative understanding of how coaching and mentoring can result in performance
2. Preparing the environment
3. Leading the change
4. Capability Transfer
5. Coaching
6. Mentoring
7. Evaluation
8. Adjourning

We tend to perceive management retreats as a key strategic planning tool, and can’t be envisioned as a standalone event or an alternative management development form. Management retreats are crucial to build consensus, collaboration, sense of understanding of the corporate best way of executing strategy. We are conscious that management teams are highly squeezed with lots priorities and responsibilities, therefore we are always keen to turn this type of interventions into a time utilization strategy, so that they can synergize the power of learning with the urgency for effective planning to walk away with a robust and inspirational execution plan ready to be put immediately into practice. MSA CBSD adopts systematic thinking and organizational learning practices to achieve a long lasting impact on the organizational overall health of their internal and external dialogues that spur productivity, engagement and performance. Our management retreats are designed to guarantee tangible results from the first day the management team returns to their board room. Retreats offered by CBSD can vary in theme and format, but commonly they provide new insights, collaborative development and a "refresher" in the latest global business trends and developments, presentations, problem solving exercises and in-depth real discussions, executive coaching and counselling are usually an integral part of our event agenda.

Executive coaching is one of the most sought after practices that should essentially comprise global understanding and cutting edge leadership and management practices. Executive coaching is tremendously different from other coaching and mentoring forms, it doesn't just cover the individual perspective but it comprises several other factors that should affect the holistic person including; business, personal life, health, fitness, etc. Executive coaching must enable self-exploratory endeavors that help the person delineate a well thought yet effective plan to take things further in the short term, while developing a collaborative relationship with our coaches to make this agreement more meaningful, practical and effective. The coaching is contracted for the benefit of a client who is accountable for highly complex decisions with a wide scope of impact on the organization and industry as a whole. The essence of executive coaching is helping leaders get unstuck from their dilemmas and assisting them to transfer their learning into results for the organization.

CBSD contracts to take over the existing people and development function of the client. Outsourcing is a temporary or a permanent relationship that must provide better cost effective advantage whilst high quality service is guaranteed, buttressed with robust understanding of industry best practices.

Learning and development has been always known for its impact on employee motivation, while this linkage between L&D and employee motivation, is heavily debated, some key strategies are proven highly successful and effective to drive tangible results that everyone can see vividly in their corridors. Focused motivational and inspirational stand alone speaking events that comprise roundtables and panels are proven of a great value, when precisely prepared and conducted. Some exotic corporate learning conventions are yet to be experienced with MSA CBSD.

This is one of our unique approaches to build an extremely robust capability development within any modern organization. We deeply believe in peer responsibility for development and change. MSA CBSD team thinks that peer development is the inevitable yet highly effective learning strategy of the future. We consider peers as the next generation performance accelerators as we spur self-directed team practices, whilst envisioning the team as the critical building blocks not only for organizations but for community. We might claim that we are a strong proponent for peer learning and development, claiming extraordinary results when teams are wired for development and growth. MSA CBSD applies cutting edge techniques and practices to empower organizations to use the neglected power of their teams as change agents and performance transformers.

lots of thorough understanding and preparation should take place prior to the execution. We collaborate with our clients to make learning (IMAX):

Integrated: Aligned and integrated with corporate strategy and employee strengths and values.

 

Measurable: Measuring L&D impact was always problematic and cumbersome, while technology has made things easier. We help you form the first moment to develop curriculums and courses that can be monitored and measured.

Accessible:Learning can happen in different forms, yet blended learning and online solutions are one of the most efficient ways that spur and buttress L&D endeavors, whilst saving your effort, time and resources.

Xenial: Learning, fun and friendliness are inseparable. We tend to make learning entertaining, to promote comfortable and friendly relationship with your delegates.

To win at anything worthwhile, you need a game plan. Professional sports teams know this, and this idea applies to your organization, your department, your team – and even to yourself as an individual. To be successful means knowing how to use your talents, play to your strengths and efficiently utilize resources to best advantage, and it's very difficult to "win" if you don't have this game plan in place. CBSD will help you set and develop a learning strategy for your team and organization, that is dovetailed and aligned with your culture and organizational wide strategic priorities. Devising strategy in itself isn’t that problematic but making strategy work is where we intervene to help our partners grow and sprout.

The following steps might give you an idea of how this approach work:

1. Diagnosis and Scanning
2. Collaborative wide formulation (comprising stakeholders and community partners)
3. Devising strategy maps and monitoring tools
4. Change Management
5. Execution
6. Competency Factor Assessment
7. Vertical and Horizontal Evaluation and Planning Improvement

Employee engagement is one of the most overlooked topics, whilst understanding employee engagement is multifaceted. It’s axiomatic that corporations whose employees are engaged perform better than companies whose employees are not. When employees are actively engaged at work, they feel a connection with the company. They believe that the work they're doing is important and therefore work harder. Employee engagement is the extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work.

CBSD Employee Engagement and Citizenship is a workplace approach resulting in the right conditions for all members of an organisation to give of their best each day and it comprises workplace design, corporate governance intervention, strategic planning and execution, job design and other aspects that have profound impact on employees’ behavior and affecting the psychological contract immensely.

Apart of these interventions, reforming performance management strategies and practices is considered central to the CBSD EE&C interventions. If your current performance management practices cannot drive engagement, productivity and innovation, you probably need help!