Glowan Launches Human Capital Development Process

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The Glowan Consulting Group is introducing today its innovative Learning Process for managers and executives. The "Learning Process" takes traditional training and transforms it into an integrated "Learning Process" built around individual and corporate needs.

San Jose, Calif., August 21, 2005 -- The Glowan Consulting Group today introduced an innovative Human Capital Development Process for managers and executives, a blended learning program that emphasizes the individual's needs and links them to corporate requirements and strategies Key elements include a strong commitment from the management team, 360 feedback, self evaluation and group learning.

The process creates development experiences that are relevant to the organization and the individual. Relevance means moving from the theoretical to the real -- people must be able to apply the knowledge they have gained and continuously build on what they have learned. The process is conducted by a team of consultants and executive coaches with broad and deep business and human capital experience. Many team members are former successful chief executives.

The development process is built around our L3 Leadership Learning Model

L1-Leading Self: Personal Life Leadership

L2-Leading With Others: Creating Collaborative Advantage

L3-Leading Others: Leading a High Performance Organization that is a Great Place To Work

The development and application process comprises four basic steps:

Setting The Context For Human Capital Development -- Values and behaviors are identified and goals established. Organizations and managers must fully support the process and be committed to integrity, authenticity and balance in the development process. The sponsoring manager, participants, and key stakeholders become an integral part of the learning team and are active throughout the learning process. Participants participate in a rigorous evaluation period including self-evaluation, 360 feedback, testing instruments and the development of a "Learning Plan"

Skill Acquisition -- The learning process comprises several elements in the blended learning approach. Individuals receive one on one coaching, traditional classroom learning, and feedback and coaching from work colleagues. Data from the initial assessment is utilized to baseline the individual and measure progress.

Practice, Practice, Practice -- Individuals and groups of participants receive on-going coaching and feedback. Additionally, self-directed learning is employed, case studies are utilized and small group learning sessions are included.

Assessment -- Individual and group progress are measured against goals set in the early stages and formal 360 feedback is providing a before and after comparison. New goals are set, a new learning contract negotiated with the individual's manager and a continuous process set in motion.

ABOUT GLOWAN

The Glowan Consulting Group is a privately held company engaged in the business of helping companies nationwide adapt to the rapidly changing business climate in our emerging global economy. Our network of Business Professionals have broad and deep experience and are skilled not only in all facets of operating businesses but also in moving our client companies from their current positions to structures and processes that position them to better serve their customers.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

CONTACT:    

JOHN ANDERSON, PRINCIPAL

408/445-7333

info@glowan.com

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