- Design & Development of Training Material
We are creative and innovative when designing and developing training material.
- High Performance Coaching
Coaching is a facilitative process that has a lasting developmental impact on performance
- Leadership Learning, Succession Planning and Key Talent Development
Developing talent internally is the best way to get great leaders who understand the culture of your organization.
- Needs Analysis and Assessment
The completion of A Needs Analysis within your organization is crucial so as to determine what your actual training needs are. This will also ensure that any training intervention that is conducted is efficient and effective and focuses on the areas of greatest need.
- Sales Performance Solutions
Selling is not just about following a process
- Skills Development
The Skills Development Levy is a monthly levy equivalent to 1% of a company’s payroll
- Soft Skills Training
Soft skills are those attributes that play a significant role in molding an individual’s personality and are vital for anyone who wants to make a success of their career. In this increasingly competitive business world, soft skills are imperative, as individuals have to have a “competitive edge” that differentiates them from other individuals with corresponding qualifications. Examples of some of the programmes that we offer are: Communication skills Problem solving Time management Conflict management Business etiquette Feelings awareness & empathy Career planning Values clarification & stereotyping Listening skills Assertion Decision making Building trust Please take note that our programmes on offer are not limited to the above.
- Design & Development of Training Material
- About Us
- Our Mission
We endeavour to design and deliver high-impact developmental programmes and to provide exceptional quality professional development and coaching services combined with evaluation strategies to ensure that our clients receive the most sustainable behavioural development. We strive to nurture talent, accelerate the development of leaders and increase the productivity and profitability of organizations.
- Our Philosophy
Our philosophy is to provide training that is relevant, specific and meaningful and that identifies the appropriate training needs of an organization. We link our training to performance and competency requirements with an emphasis on enhanced efficiency. We collaborate closely with our clients, ensuring that the right areas are targeted to deliver optimal results. We guarantee that our clients receive a maximum return on their training investment. Learning and development is not something that we view as a once off isolated event, but rather as a continuous process. From this perspective, we encourage our learners to take ownership for their learning and pursue the exceptional. In order to have an impact on our learners and influence their behaviour, we believe we need to inspire them.
- Our Vision
We will be recognized in the industry as the market leader of quality professional training and people development. We will change the way people perceive training and learning by providing outstanding and innovative services and solutions that are aligned to our clients’ needs. By inspiring our learners both professionally and personally, we will unleash their potential to help them become a skilled leader.
- Our Values
Savant’s greatest assets, our values define how we operate as a business and how we evaluate our decisions and actions. We embrace diversity and value the uniqueness of every individual we work with. Honesty: not just in words and deeds, but to ourselves as well. Creativity: we love generating fresh ideas and we value the diversity and exploration of different perspectives from multi-talented groups of people. Commitment: we are committed to our clients, learners and results. We commit to our values and principles–always operating with pride and a sense of purpose. Passion: we are passionate about people development; this shapes our existence and guarantees that we deliver results. Trust: we establish our personal profile and credibility by being true to our agreements that we make with our clients. Building a fantastic reputation will help us reach our goals.
- Our Approach
We map competencies against needs and tailor-make flexible and highly effective learning solutions that address the shortfall between the two. We promote internal growth and discovery through experiential learning catered to the needs of each learner’s preferred learning style. If learning is active and dynamic, knowledge retention is guaranteed. Our training is practical and flexible with a close link between theory and practice. We focus on developing people and not simply developing knowledge and skills.
- Our Objectives
Providing opportunities for growth and development whilst driving performance and results. The formation of a learning environment that bring people from diverse cultural groups together to progress on both a personal and professional level. To develop customized solutions that lead to sustained sales performance improvement. Nurturing talent, accelerating the development of leaders and affording organizations with the most powerful and sustainable behavioural development.
- Our Strategies
Collaboration with our clients is key to creating and sustaining learning interventions that deliver measurable results All learning interventions are supported with the correct delivery, assessment and evaluation methods and are aligned to our clients business objectives Our passion and commitment to what we do ensures that all learning experiences contribute to an increase in performance both on an individual level as well as an organizational level Evaluation strategies are built into our solutions and are offered standard with every learning intervention to ensure that our clients receive the best return on their training investment
Chinese philosopher Confucius stated, “Tell me and I forget, show me and I may remember, involve me and I will understand.” A tested philosophy, we engage our learners at a more personal level to get them involved in activities, to critically reflect on these activities and draw some useful conclusions, ultimately putting the results to work. Our classroom experiences are not lecture based but rather practice based. Emphasis is on learning by doing rather than by listening.
[list type="star"] Gauteng Business Process Outsourcing (BPO) In-house trainer of the Year 2009 South African National Winner for Business Process Outsourcing (BPO) In-house Trainer of the Year Presenter at the 2010 Top Ranking Performers in the Contact Center World Conference London 2010 Presenter at the 2010 Top Ranking Performers in the Contact Center World Conference Las Vegas 2010 Gold medal winner for Best Trainer for Top Ranking Performers in the Contact Center Industry Awards Europe, Middle East & Africa Region 2010 hosted by Contact Center World Silver medal winner and ranked 2nd in the world for Best Trainer 2010 hosted by Contact Center World Finalist for Best Trainer for Top Ranking Performers in the Contact Center Industry Awards Europe, Middle East & Africa Region 2011 hosted by Contact Center World [/list]
- Our Mission
Find answers to some general questions here.
Absolutely! The goal of evaluation should never simply be to prove the value of the training, but rather to improve the training itself. If the results of any training were not being measured, how would you know if the training is actually providing value?
Evaluation presents a training provider with the opportunity of discovering what is working and what isn’t and then making the necessary improvements to the training programme.
Build whole organization responsibility for training impact. There needs to be commitment from all training stakeholders. This involves commitment from senior executives, managers of trainees, training leaders and the trainees themselves. A learning process must be designed to ensure alignment and focus before, and performance improvement support after, the event.
In their book “Courageous Training,” Tim Mooney and Robert Brinkerhoff reference their High Impact Learning-to-Performance Model as follows:
- Create focus, alignment, and intentionality
- Provide quality learning interventions
- Support performance improvement
- Observe results
J. William Pfeiffer highlights that experiential learning occurs when a person engages in some activity, looks back at the activity critically, abstracts some useful insight from the analysis, and puts the result to work.
With experiential approaches- those that primarily stress active participant involvement versus passive receptivity- the learning is presumably internalized more effectively.
Teach skills, practices as well as principles. The practices are the “what to do’s” and the principles are the “why to do’s.” If learners understand both the practices and principles they will feel a true sense of empowerment. If practices are taught, but the principles behind them are neglected, one will find that your learners become dependent on you for further instruction.
The Applied Learning Method promotes intensive participant involvement. If learners understand exactly how to practically apply any instructions that are provided, then the rate of them actually applying those instructions will be greater when they go back to their working environment.
There must always be a close identity between the elements in the learning environment and the learner’s practical environment. This will enable the greatest degree of transfer of learning to take place where individuals would want to follow your instructions.
Social reinforcement includes giving praise, recognition and encouragement to learners. This type of reinforcement is what shapes the human personality and approval. If delegates follow instructions, they are rewarded. In this way, rewarded behaviours are likely to be repeated. This will motivate and lead to the attainment of the desired behavior by learners.
Divinia’s Alchemy Program has fundamentally helped us with our succession planning, internal promotions, career planning and development of capable 2IC’s. The impact on our consistency and profit margins as well as general leadership behaviour has been significant. Divinia’s personal passion and flair has contributed greatly to all of this.”
CEO O’Keeffe & Swartz Consultants
Our biggest challenge was that there was no leadership capacity in order to grow and diversify our business. Alchemy has assisted in retaining our top performers in the business, but has also raised the bar for our current Leadership Team. It has provided individuals with something to strive towards.”
Call Center Head O’Keeffe & Swartz Consultants
Divinia has that rare combination of confidence and an unassuming nature. She is always very open to constructive criticism.
It is very rare to find a young individual with the strong sense of responsibility and professionalism that Divinia brings to the workplace along with her skills. Her warm smile, easygoing manner, and positive attitude add to her value.”
Quality Improvement Manager O’Keeffe & Swartz Consultants
Divinia is a take-charge person who is able to present creative ideas and communicate their benefits. She has successfully developed several training solutions which have not only benefited our employees but our company as a whole.”
Head of Training & Recruitment O’Keeffe & Swartz Consultants
I found Divinia to be a very organized individual- everything was always well prepared from the set up of the class to the material that she was training with.
As a Coach she was always involved and made her classes very interactive.
She is very approachable both in and out of class, hence I always looked forward to her coaching sessions because I always walked away with new learnings.
Talking about having my potential unleashed, I am currently the top Sales Manager this month in the company. This can definitely be attributed to the fact that I took every tool that Divinia gave me and put it into use.”
Sales Manager O’Keeffe & Swartz Consultants
Need more help?
Feel free to contact our customer service line for support