Project Outputs

project outputs

Step into a world full of discoveries! Here, we’re excited to introduce you to an array of methodologies and tools that have been meticulously discovered and developed just for you. From the methodologies we employed during the developmental phase to those that have showcased their strength in the buddy programs and beyond. These invaluable tools are at your disposal, ready to shine within your company. Let us be your guide on a journey of exploration, innovation, and growth. Together, we’ll delve into how these tools can elevate your business to unprecedented heights. Prepare to discover, learn, and expand – with us by your side, providing guidance and support at every step, transforming your organization from functional to a learning entity.

Exploration Journey: Getting to Know the Employees

The “Exploration Journey: Getting to Know the Employees” unveils fascinating tools designed to delve into and comprehend your employees at a deeper level. This program offers a versatile approach to gaining insights into the unique talents, 21st-century skills, and personalities of your team. Throughout this journey, we will utilize a variety of instruments and interactive sessions to cultivate a profound understanding.

Competence Web

What are 21st century skills? How can you know whether you are strong in one category and maybe need some reinforcement in another one? We provide a basic self-evaluation tool in the form of a competence web. Participants can draw their level of skills before starting any training, and make the second drawing after completing the training. This gives a basic insight in any progress. Another use for this competence web: let all employees fill one in and have it as a base for any evaluation interview / as an inventory of skills before planning any formations. Please feel free to use the competence web in your own work / environment. Let us know if it was helpful, how you used it, how we can make it better.

Introductory meeting with employees

We will organize an individual introductory meeting. The purpose of the conversation is that we will get to know the employees.  Together with the employees we will  discover the digital needs but certainly also the strengths. We will mainly focus  on the digital but also briefly on  the other clusters, namely workplace culture and innovation and adaptation. Based on the results of this interview and the competence WEB, we will match the employee with a colleague. 

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Trainer and Learner personas

Personas help us to design training trajectories with our target group and their needs in mind.
This first set of personas of a trainer and a learner, is the output of the Intensive Course on Adult Learning and Training that Topcoach provided. As the project unfolds, more personas might be created.

Wheel of training

The Weel of Training is a tool created by Topcoach. It serves as a tool that helps trainers and educators to self-evaluates their strengths and needs. In the project we can use it before and after initiating the training trajectories, to self-evaluate our progress as trainers.

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On the Journey Together: Shaping Duos in the Workplace

“On the journey together: shaping duos in the workplace” is an innovative program that delves deeper into the concept of peer-to-peer learning and underscores the power of the buddy methodology within the professional environment. Through this program, we introduce you to a distinctive approach aimed at fostering knowledge exchange and growth through close collaboration among colleagues.

Peer-to-peer learning

In a work context with colleagues, peer-to-peer learning refers to the sharing of knowledge, experiences, and insights among individuals at a similar level. It involves active engagement, collaboration, and leveraging each other’s expertise and diverse perspectives. Through peer-to-peer learning, we can motivate each other, solve problems collectively, and create a supportive learning environment. It is a valuable addition to traditional training methods and promotes a positive and collaborative culture within the team.

At the closing conference in Bratislava, Veronika Korim delivered an engaging presentation and workshop on peer-to-peer learning. She shared valuable insights and practical information on the topic. If you click on the photo, you can access the complete presentation and delve deeper into the content. It was a great opportunity to learn from Veronika’s expertise and gain a comprehensive understanding of peer-to-peer learning.

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Buddy methodology

This project entails following methodologies: service design, co-creation, skills’ web, learning from the emerging future, learning by doing, blended learning, peer learning, storytelling, theory of change, jobcrafting and buddy methodology

It is crucial for employees to be aware of their competencies in the workplace. Often, people are not aware of their competencies and therefore do not utilize them to their full potential. Fortunately, a method has been developed to identify these competencies through a competency web, which is divided into three clusters: digital skills, innovation and adaptability, and workplace culture.

Competencies are the observable talents, motivators, and skills that contribute to individual and organizational performance. Selecting and developing employees for specific roles or positions based on their competencies and talents is an important strategy for clarifying expected behavior. Employees perform better, feel more engaged, and produce better results when they know their competencies and learning needs.

Each partner will be assigned to test in three different organizations. We will form buddy pairs through a competency-matching process where we consider the individual skills and qualities of the employees. This will enable us to make the best matches and ensure that the buddies can learn from each other and provide support on the job.

To manage this process effectively, we have developed a detailed plan that we have implemented in the organizations.

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The Journey of Change: Tackling and Shaping

“The Journey of Change: Tackling and Shaping” introduces a series of tools that employees can utilize to visualize and manage changes in their professional journey. This program equips individuals with resources to adeptly navigate shifts in their roles while also empowering them to proactively shape their work environment through a process known as job crafting.

Digital storytelling

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Digital storytelling is the practice of using digital media, such as videos, images, sounds, and text, to tell a story in an interactive and engaging way. This modern form of storytelling has developed with the emergence of digital technologies, offering a range of possibilities for presenting and sharing information. 

Within the context of the buddy program, the duos will use digital storytelling to creatively and immersively capture their journey. They will introduce themselves and their expectations and goals for the program, before documenting their progress using a variety of techniques such as photos, vlogs, stop motion, green screen and digital comics. 

The ultimate goal of documenting the program is to inspire and inform others about the experiences and lessons learned. Therefore, it is important that digital storytelling is executed effectively, to tell the story in an attractive and engaging way and motivate others to embark on the same journey. At the end of the program, the duos will share their experiences and lessons learned to inspire and inform others.

Job crafting

Job crafting is the process of individually or collectively ‘tinkering’ with your own work, by experimenting with small changes in tasks, context/time, relational aspects, and cognitive factors. The goal is to create a better match between your work and your skills, interests, and motivations, based on insight into the space within the work. This takes into account production and quality goals, without harming colleagues/customers/others. Job crafting allows you to adapt your work to your personal needs and thus experience more satisfaction and engagement.

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The Impactful Organizational Journey: How Do We Do It?

“The Impactful Organizational Journey: How Do We Do It?” serves as the final component of our toolbox. Within this section, we introduce tools at the organizational level that serve both for evaluation based on the Theory of Change and for a visual representation illustrating the interactions and relationships among different stakeholder groups within a company.

Stakeholder Rad

The concept of the “Stakeholder Wheel” is a visual representation that illustrates the interactons and relationships between a company’s various stakeholder groups. The focus is on employees, as they are the interface with all stakeholders, including customers, suppliers and other actors. This representaon emphasizes the importance of communication, as all the lines of the wheel symbolize the multiple strands of communication that run between employees and the various stakeholders

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Theory of change

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We have used the Theory of Change as a planning tool that helps to understand and achieve desired changes in complex situations. The process begins with formulating the desired change and the objectives necessary to achieve it. Then, an analysis is conducted to identify factors that can influence the change and actions needed to realize it. This results in a ToC diagram that shows which interventions are necessary to achieve the desired change. The ToC can be used to evaluate whether the selected interventions have been effective and to determine if the desired change has been achieved.

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