
Does any of this sound familiar?
Methods can be introduced, competence cannot be decreed.
If qualification is to have an effect, it has to fit the initiative, stay close to practice and connect to everyday work.
That is exactly how we design our training.
Knowledge fizzles out
.
Everyone is enthusiastic after the training, and four weeks later everybody works the way they did before.
No shared understanding
.
Every unit understands something different by project management, so coordination costs unnecessary time.
Administration ties up resources
.
Your HR department spends more time on dates, bookings and waiting lists than on people development.
A certificate with no link to practice
.
The exam is passed, yet it helps participants little in the project they are running.
Distributed locations
.
Teams sit in several countries and time zones, and there is no consistent learning offering.
Learning with no link to strategy
.
The training program has grown over the years, but nobody can say which competence it builds for the transformation.




