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“BEFORE”
NEEDS ANALYSIS: Discovering your development areas
One of FXL’s philosophies is: Seek First To Understand. We do not start with any pre-conceived ideas about either the diagnosis or the remedy required. The Needs Analysis is all about understanding your goals and your challenges and assessing the capabilities within your organisation that are most crucial to your success. In some cases a Needs Analysis has already taken place internally as part of your Performance Management process. This bypasses our own assessment, although fxl would still want to spend some time getting to know your business.

Strategy: Developing the Solution that meets your needs
The development solution is created to suit your needs, and it may be in the form of training, but it could also be facilitating meetings, or on-the-job coaching, or consulting. This is why you can be confident that the solution will be devised to suit your organisation’s development needs, and not the other way round. We take a strategic approach, which looks at a development plan spanning 12-18 months, as a minimum.

Planning: Developing Emotional and Intellectual commitment
Once the development programme has been agreed between FXL and the client, we engage with line managers, the wider team and the delegates themselves, to ensure that the changes to take place as a result of our input are sustainable and long lasting. We believe in enabling people to develop themselves rather than simply “turning up” to a training course and "be developed".

“DURING”
Execution: Building on the commitment
Since 1988, FXL have developed an unparalleled style of facilitation, founded on the belief that people learn best by doing and participating.

The FXL style is highly interactive and involves a large practical element. Training workshops are typically based on a maximum number of delegates of twelve, which allows the Management Training Consultant to provide close coaching and encouragement to each delegate while creating high levels of group interaction.

At the end of each session, time is allocated for self-reflection and Action Planning, to ensure continuity and sustainability: the activity itself is only one part of the development process.

“AFTER”
Application and Review: Maintaining the momentum and reviewing the changes
The action plans agreed at the end of any workshop are followed up in a one-with-one meeting between the delegate and the Line Manager. In the case of a Training activity, a Personal Development Plan is agreed with the Line Manager to maintain the delegate’s confidence and motivation, and to ensure the new skills and processes are applied in the workplace. The workplace learning and business results are formally reported and discussed by FXL and the client, and this feeds into future development plans.

Whatever type of activity has taken place, the dialogue between the client and FXL is continuous, because Development is a continuous cycle of Strategy, Planning, Execution, Application, Review.

Organisational and personal development are a journey, not a destination.