Discovery ensures your development initiatives are aligned with your organization’s objectives, taking into account the cultural, operational, leadership and systemic factors that currently exist. It helps create a cohesive development map for your organization by beginning with the information you have and working forward into the knowledge you need to formulate action plans that will deliver your desired results.

• Employ surveys, literature reviews, interviews and focus groups to deliver an insightful and realistic assessment of your situation
• Identify organizational barriers and enablers that can support or hinder the achievement of your business objectives
• Recommend the performance strategy, milestones and metrics required to move your organization from where you are to where you want to be
• Ensure your performance improvement and training programs are aligned, relevant  and focused on areas that will have the greatest impact

A competency model helps your organization identify the competencies and specific behaviors that are necessary in order to be successful in each role or level. It provides consistency across the organization with respect to performance management and allows for targeted training and development plans by measuring gaps and identifying areas for skill development. When training is aligned with the competency model, it provides focus and relevance for participants, allowing them to create personal action plans that will impact their performance.

• Identify universal and role specific competencies and behaviors
• Align training with organizational competencies
• Measure performance against a consistent set of behaviors
• Recognize performance gaps and training opportunities

Knowledge Assessments are conventional metrics that let you know immediately if training participants are likely to be able to apply their learning on the job. Ideally, assessments are done both pre- and post-training to demonstrate its impact on participants.

• Enhanced relevance as pre-testing enables the facilitator to cater the learning experience to the knowledge needs of the group
• Reporting of aggregate results and key findings with recommendations for ongoing actions to reinforce the learning
• Flexibility to offer a self-assessment or a survey that may be administered online or paper-based
• Ability to design knowledge testing for any curriculum, including and beyond that created by Eagle’s Flight

Our 180 or 360 degree behavioral feedback assessments will help you to align your organization’s HR programs and tools to reinforce a common design for success. Integrating the group results of your behavioral assessments with our development recommendations provides you with a seamless approach to future training initiatives. Individual feedback increases the relevance of the training for participants and guides them to create action plans for personal development and growth.

• Present individuals with a snapshot of their skill set from a variety of angles (manager, direct report, peers and self)
• Increase the power and relevance of development programs by clearly linking individual feedback and action plans with the learning initiative.
• Align your organization’s competencies and language with the assessment and recommended development opportunities
• Measure progress of both individual and group development by using the assessment both pre- and post-training
• Deliver a comprehensive approach using on-line capabilities for surveying and reporting with insightful group level analysis and recommendations provided by a Senior Measurement Consultant

A Training Impact Scorecard communicates the impact and value of an organization’s training and development strategy, allowing for proactive management of the function. It consolidates a number of disparate measures and creates an overall picture in business-relevant terms, focusing on more than just financial gains.

• Alignment – is the training and development function aligned with the business strategy?
• Productivity – are there metrics in place to demonstrate gains in knowledge and changed behavior?
• Impact – what is the correlation between learning and business results in various areas of the organization?