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Our Training Principles

Psychological Contract
We approach each undertaking with full appreciation for the collective experience and wisdom of the adults who will engage in training exercises. We view our role as facilitators to a process that addresses client-oriented concerns; consequently, we are more interested in providing supportive hands along the way towards achieving client-directed goals, than merely imparting our expertise. We are committed to high standards of professionalism befitting the mutual regard, vision and values we share with our client. At the same time we understand our ideas are subject to the collective wisdom and experience of those who currently administer the organization’s operations and are ultimately responsible for its direction.

Pedagogical Philosophy
Our philosophy of the learning process indicates that adults learn best through open dialogues, interactive engagements and practical work & life related experiences. Consequently our trainings are designed along learning pathways that allow individuals and groups to benefit from a dynamic exchange of ideas, insights, and shared practices. Typically, our training modules are characterized by visual aids, case study analyses, technology driven interactive simulations, psychodrama and the like.

Our pedagogy is intended to allow participants to self discover strategic options and innovative techniques for solving problems and facing new challenges within the workplace.

Training Approach
Beyond pedagogical style, professional development is often ineffective due to disconnect between training exercises and actual workplace realities. Our custom designed training approach is grounded in our intentional commitment to respond to contextual appropriate needs, culturally relevant issues and locally loaded challenges that are peculiar to our client’s workplace setting. One-size-fits-all or off the shelf training approaches are both ineffective and costly.

We combine scientifically grounded methodologies with commonsensical insights in order to provide clients with training experiences that promote learning, encourage creativity/experimentation; and foster critical thinking and flexibility. These intangible characteristics enable workers to take ownership of the training materials, and find creative ways to incorporate them in the execution of their daily responsibilities.

Sustainability
We consider our training to be successful if and when participants not only link training to improved work functions; but also when participants feel sufficiently endowed and empowered to sustainably maintain that improved performance. This sensitivity holds consequence for ways in which we follow up during training delivery and follow through after training exercises. During training modules, we employ observational techniques and other feedback measures to ensure designed training materials and experiences are reflective of the articulated needs and desired outcomes. Implementation and practice opportunities are provided and built-in to ensure training to work transfer; and follow-up and follow-through processes are undertaken to guarantee the likelihood of sustainable workplace improvements.

Specifically, our training contains inbuilt mechanisms of assessment and evaluation that provide practical feedback re on-going effectiveness of each professional training workshop. Participants and presenters are able to track the overall merits of the module, and make adjustments that enhance or remove factors that impede the implementation process. The aim is that added value is experienced leading to positive results. The evaluative schema entails:

  • A Pre-test for gathering information on participant’s feelings, knowledge & skills prior to each workshop.
  • In-session testing for adjusting program emphasis and delivery to reflect participants’ immediate concerns.
  • Post-testing for follow through on application of acquired knowledge. During post training period:

    • Managers and other decision-makers will be required to provide feedback on problems of execution.
    • Follow-up sessions by consultants measure and observe the effectiveness of implementation, regarding the professional training received.

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Modern Organization
and Human Development Center (MOHDC)

9512 Avenue K Brooklyn, NY 11236
(718) 340-3891 (office)
http://www.mohdc.com : info@mohdc.com

© 2009 MOHDC. All rights reserved.