Methods & Tools

Complementary to training, coaching helps people improve their performance and overcome hurdles. Though an on-going dialogue, the coach asks how best to proceed and the coachee tests and enhances his skills. Coaching builds self-confidence, enthusiasm and determination. It leads to the best possible results for individuals and teams.

DiSC profiles and training materials create results by helping people gain insight into attitudes, behavior, and potential in the workplace. Insight into ourselves as well as others creates an understanding of why we get the results we do or meet the obstacles we encounter.

DiSC feedback not only facilitates this insight—it creates results. It allows people to understand what they can choose to do differently in order to obtain the results they desire and overcome the barriers they meet. With flexible training materials designed to facilitate learning, our participants turn their knowledge into action.

In short, Inscape DiSC products provide effective solutions to some of the most pressing business challenges by letting the problem define the solution, instead of the other way around. Our solutions are based on elements of human behavior and are specifically designed to give you a high return on investment.

Translated into 28 different languages and used in 60 countries, DiSC instruments have been used by more than 45 million people over the past 30 years. The unique reports produced allow individuals, trainers, employers and potential employees to gain the insight needed to be more successful, productive, and fulfilled at work. Widely recognized as a springboard for building a focused, aligned workforce, DiSC has become a key component in the employee development strategies of leading organizations.

NLP, Neuro-Linguistic Programming, is the study of performance excellence. In coaching, in training and in business, the application of NLP models and principals has been proven to accelerate successful outcomes. NLP provides methodology to rise above blocks and remove obstacles in order to reach objectives more quickly and easily. As certified NLP practitioners, we practise this discipline where appropriate in our work.

Simulation & Feedback

Our training develops competencies. Any learning we need to deliver, encourage or develop will always be embedded in active exercises including situational simulations, role plays, sub-group work and debriefing. Practice is the key word here and participants use their real life situations from their professional environment. Seeking solutions is carried out in real life cases already encountered, meaning that participants can actively learn while taking risks. Feedback is provided step by step, by oneself, one’s counterpart, the observing group, the trainer-coach. In this process, theory becomes enlightening and meaningful; competencies are assimilated through achievement and understanding.

Customization of contents

For truly effective learning, Smart Business Communications gears each training action to suit the participants’ needs. A preparation phase enables us to identify the group’s goals, needs, expectations and constraints in a given context.

Training Tools

• Learners relating their own experience to each other
• Relevant theories
• Methods and concrete tools
• Situational simulations, role plays - filmed
• Quizzes, Question sheets, specific thinking cards
• DISC: a personal profiling system to know oneself better and to understand others so as to make interpersonal relationships run smoothly. It helps to weigh up various elements of motivation that are required by other ways of communication.

Every mission we undertake is carefully planned with the stakeholders: HR department and management. Various interviews and on-site visits provide background knowledge and enable us to clearly define the objectives and determine the methodology. We submit a detailed programme of any training including defined outcomes for each activity.

We may recommend co-facilitating large group training; this entails two, or more, trainers facilitating a seminar simultaneously. While one speaks in plenary, the other observes the interaction, or takes notes, or demonstrates the point or prepares the next exercise. In sub-groups, both coach and give feedback. This solution is particularly effective in enhancing the learning process.

Individual Plan of development: A behavioural grid is given to each person to formalise their progress and change. Each participant validates his/her action plan on this grid and can thus follow up on progress over time.

Assessment / Immediate follow up: After the training, participants will complete a questionnaire. Their assessment may be shared with the training manager. Also we will propose a meeting with the manager three months after the training about the usage of key behavioural points.

Follow up: a progress plan is proposed, containing training modules and/or individual coaching. Feedback by the trainers is based on the training itself and on the key observable behavioural points and how the participants put them into practice.

During the seminar, a workbook is given to each participant. It contains all the information exploited in the training including various assessments, extra reports and slides used during the training.