What is a tailored program?
Customized training programs
What does tailored training consist in?
A tailored training program is designed specifically for a particular company. It will not be possible to duplicate the training, as it stands, for use in other companies. Instead, it will mostly have to be created and adapted to the needs expressed by the company and its goals.
A custom training program can include a variety of pedagogical methods and training tools, such as in-person or online training sessions, synchronous or asynchronous activities, conventions, peer groups, case studies and projects, simulations, role-playing games, etc.
The development of a tailored training program begins by studying the company's expression of needs, then continues by constructing, step by step, a dedicated learning path in close collaboration with the organization.
For in-depth study of your project and to find out more about the schedule, duration of a custom training program, prerequisites, evaluation methods or pricing conditions, please contact us.
Contact
Gilles BASSET
Director of Development Tailored Training Programs
basset@em-lyon.com
+33 (0)7 87 81 12 97
To study the possibility of setting up support for your employees with disabilities, please contact our disability department: handicap@em-lyon.com
A co-construction between stakeholders
The project cannot be designed without initiating a real process of co-construction and close consultation with the company prior to the project.
It is a guarantee of success, necessary for designing and effectively rolling out the training.
We have accordingly developed a 5-step approach in order to co-construct with you a program that is in phase with your priorities and your expectations:
In any case, tailored training courses start out with contextualized, shared challenges to address objectives with a clearly defined impact and bring about change in the individuals and the organization.
The teaching methods
The issue of the instructional architecture and scenario
In a world where the most advanced technical content and knowledge are just a matter of clicks away, stakeholders have stringent demands in terms of the learning experience. The latter must not be out of sync with the employees' lifestyles and working styles; it must be interactive, inclusive and systemic.
- Interactive: provide ample opportunities for peer interactions and interactions with the teaching teams.
- Inclusive: invite participants to think about their position and their behavior in the group with a view to exercising two concomitant responsibilities: that of learner and that of peer.
- Systemic: explore the subject as a whole, identifying the many aspects and factors involved. Highlight the different stakeholders at play, the diversity of their viewpoints, their interests and their needs.
There are strong expectations:
The participant expects to fully and mindfully engage in a learning experience.
The decision-maker wants to provide an enhanced experience with a strong and lasting impact on behaviors and the desire to learn.
Olivier Leclerc, Intrapreneurship Manager for Safran "emlyon business school's reputation as a pioneer in intrapreneurship has brought legitimacy to our project internally. His understanding of the economic challenges of large groups, combined with knowledge of the new methods practiced in start-ups, represented a decisive asset in the success of the program."
Action learning
The processes that can be used vary, so depend on the objectives set during the co-construction phase. As a general rule, we prefer an action learning approach.
Today, the action learning method gets learners learning as they work, dealing with concrete problems that are specific to their actual working conditions. Managers hone their skills by doing and thinking: the opposite of acquiring purely theoretical knowledge. Participants learn from their experiences and stay motivated because this learning process is anchored in their work practices.
3 conditions for effective action learning:
For an action learning program to be effective, it is essential:
- That the group of learners studies and understands a problem (the "concrete" problem),
- That it identifies the different solutions possible and the actions to take,
- That it reflects on the problems and discusses its ideas on the learning process.
Learning methods
In order to enrich the learner's experience, many teaching methods are used in our tailored programs:
- Projects conducted by a group of peers (co-development)
- Collective intelligence workshops for project launches
- Large-scale kick-off with a gamification experience
- Start-up immersion
- Design sprint method
- Customer development process
- Self-managed learning process
Our programs are designed in a hybrid way, combining face-to-face and remote sessions in synchronous or asynchronous mode.
