Develor Methodology
The Development Circle – The Background of Develor’s Methodology
To fully understand the methodology of development, it is necessary to understand the process of individual development. Everybody follows the same process no matter where they are headed. Before acquiring certain skills, we are all in a state of “unconscious incompetence.” In this state, we do not even know what it is that we do not know.
In the first stage of development in the “learning cycle,” we learn the theoretical background - the rules and the manner in which we must behave at our workplace. At the end of this phase, we will have a complete set of rules that will guide us in various situations.
However, knowing these rules does not mean that we are able to successfully integrate these rules into our behavior. Thus, we need practice. In the second phase, the so-called “practice phase,” we apply the rules that we learned in the “learning phase” in various situations. As a result, by the end of the phase, we will be in a state of “conscious competence,” meaning that we can use what we have learned, but we still have to think of the rules in each instance. That is, our behavior is a series of conscious steps.
We say “he knows it by heart,” meaning that he does not need to make a conscious effort, and yet still knows what to do. We can arrive at this state of “unconscious competence” by behaving as we have learned to behave. A skill becomes routine if we practice it every day.
Thus, through practice, we arrive at the “routine phase.” That is, we no longer need to think about a certain piece of knowledge or skill when utilizing it.
Does development stop here? – No!
As time passes, further improvement of the expected behavior and the necessary skills are the natural consequences of changes in the market environment and in the client’s expectations. Introduction of a new system, job extension, and changes in the economic sphere create a new situation in which the existing routine is no longer enough. In such a situation, we must start another learning process in which, faced with a new skill, we find ourselves in the state of ”unconscious incompetence.”
We all know the cliché about teaching an old dog new tricks. But why is this so?
In all learning processes, the so-called Routine-development trap can be found, which usually develops in those employees who have been working in a certain area for a considerable amount of time. Even if the name of the job does not change, but its content and expectations do, the employee must start a new learning circle, which is difficult for many people to accept. Thus, natural resistance and the changing of a negative attitude receive great attention at the beginning of the development process.
The second trap lies between the stage of ”practice” and ”application.” It is in vain to hope that after ”practice” we will truly be capable of accomplishing what we have learned without a hitch. If all the steps of our behavior are calculated, then we will often achieve worse results than we would by carrying out the old-time honored routine, even if it is out-of-date. It is not easy to overcome this trap. However, we must take on this risk and the possible initial failures as this is the only way to arrive at the state of ”routine,” which fulfills the new expectations, and by which we can achieve better results.
TRAINING IN A DIFFERENT WAY
The second generation – Usable knowledge from an authentic source
Develor Consulting Inc. is the only second-generation training company in Hungary. Our trainers and consultants have gained vast managing and sales experience in the competitive sector over their previous careers. Therefore, in the ”learning” stage, they can present the theoretical background while simultaneously demonstrating actual trade examples in an authentic and descriptive manner.
The employees can create real-life situations - derived from their own experiences - for the participants during the ”practice”. In this manner, we improve precisely those skills of the employees which are necessary for completing their every-day tasks and for performing their job.
Real development
The Practice-application trap is the barrier for, and often the cemetery of, most development processes. To overcome this, our partners’ employees receive help on one hand, from the real-life situational exercises of the ”practice phase” and on the other hand, from Develor’s unique individual and team coaching interventions. In most cases, psychological barriers pile up before the application phase, which are then cured through coaching. By utilizing this coaching method, we are able to deepen the effects of the training and to make changes long-lasting. With the help of a coach, participants explore the internal and external difficulties which get in the way of the process of turning learned skills into routine. With this method, the effect will be long-lasting, and real change will take place. The changes which have been set in motion by practicing under training will then be strengthened with the help of a coach during the ”application” stage, and skills will thus become routine - reaching the objectives which have been established at the beginning of the development process.
In addition to coaching, we also develop supporting tools and systems for our partners with which the internal management can also help to bring about change – thus making the process of turning the learned material into routine more expedient.
Measurable improvement
Who would not like to be able to track his/her company’s development and the return on his/her investment? Measuring the return on ones invested time, money, and energy is an important and rightful expectation.
Develor assures measurability during its development programs. We have developed different methods among which are very simple, yet very effective methods and solutions as well as others that are more complex - which in turn yield more telling pictures. Even the most complex procedure can be connected to development in a very defined way. With the help of these tools, which are mostly Internet- and intranet-based, not only can the level of development be measured, but also the difference between individuals, as well as the direction of the development and its depth.
In this manner, the initial situation can be precisely determined, and the training courses in the ”learning phase” can focus precisely on that knowledge which is necessary for the participants.
Process and tool improvement
Individual performance does not only depend on the individual’s preparedness - such as knowledge, skills, and motivation – but is also influenced by the processes which are connected to their work and by the internal company systems. In a company, the classical processes that are connected to production, finance, and HR are usually controlled, whereas this is very unique for processes that are connected to customer service and management roles. One of Develor’s strengths is that it is able to inspect these processes and tools in various depths, and if necessary, to alter or develop them.
These altered, efficient, and effective company systems and processes will yield – as a result of the individual’s improved performance – an increase in company output and further success in business.
