Diagnostic Assessments

Typically, organizations approach training in a 'response' action rather than a planned, 'driver' approach. Training is talked about as critical but viewed as not necessarily adding value. If schedules are tight, customer demands increase, or budgets are in question, then training is typically the first to be considered for 'adjustment'. This often happens because the trainers, the recipients (employees), and the benefactors (leadership) never develop common priorities or approaches.

The organizational diagnostic provides a systematic approach to focusing resources for organizational development by combining the perspectives of all stakeholders and changing the culture in which training is planned and implemented.

The benefits of the diagnostic approach:

• Improved success and follow-through of training initiatives
  
  
• Improved cultural climate between leadership and frontline workforce
  
  
• Clearer relationship and benefit of training to production and site performance metrics