SML's five stages for an effective development solution

1. Rigorous diagnostic research methodology

This is the most important stage in our interventions. We need to fully understand your business, its strengths and weaknesses, opportunities and threats; and to 'read' your unique culture and sub-cultures.

By working in partnership with key stakeholders in the diagnostic process (off-sites; facilitated strategic planning; focus groups; one-to-one interviews; on-line surveys), we not only produce a more accurate diagnostic as to 'where are we now', we also get buy-in from those people who will be undertaking, and/or sponsoring, the Development solution.

2. Valid, reliable and non-discriminatory assessment tools for establishing individual development needs

We are not limited to proprietary psychometric tools. When selecting appropriate self-awareness tools for a Development / Assessment Programme, our psychologists can select the most appropriate commercially available psychometric instruments; or create bespoke questionnaires or on-line 360 feedback surveys; conduct in-depth one-to-one interviews to identify individual strengths and weaknesses; three-way discussions between a participant, their sponsor / line manager and an SML personal tutor/coach.

3. Understanding individual differences

In a diverse organisation, each stakeholder will have a unique perception as to what constitutes a 'bespoke Development solution'. To respect these individual differences, we offer blended Development solutions which enable stakeholders to create personalised programmes which meet their own needs as well as meeting the business needs in a cost-effective way.

4. Innovative, engaging development activities based on learning theories developed over decades by psychologists

SML excel in the way that we can combine learning methods to produce a WOW factor for participants. For example when delivering development for face-to-face groups we use: forum theatre and stage tag; bespoke stretching case studies; demonstrations of best practice; role-plays and group discussions; quizzes; games; pictures, poetry and drama; guest speakers and SME panels. We also offer web-based learning activities and we have a lot of experience delivering interactive 'soft skills' development over the internet via technology such as Webex and Live Meetings. Our flexible blended learning approach includes offering a range of modules from very short bite-size sessions, to half-day workshops and integrated modular Development Programmes which can be accredited.

We also believe that on-the-job and off-the-job development activities need to be integrated. Mentoring, coaching, learning sets, work-based project groups, stretch assignments, secondments, work- shadowing and volunteering teams all add value when developing leaders and managers.

5. Rigorous evaluation of results against objectives

Management and Leadership Development has to produce an excellent Return on Investment. We go beyond the 'happy sheet' to measure the success of our programmes. At the diagnostic research stage, our psychologists will have agreed with you 'what success will look like', and together we will have prepared the business case for investing in a totally bespoke Development solution. When measuring the actual value-add we will use only those metrics which are the most relevant to the client's business priorities.