Methodology – How we work

Our approach is characterized by topicality, transparency and diversity. We work close to and with people and thus always in a practice and behavior-oriented manner. The most important cornerstones of our methodology will be briefly presented here.

VMNS

Demonstrate - participate - imitate - do it yourself.

We see ourselves as practically proven and reliable partners and orient ourselves to the working reality of our clients and participants. For an optimal result, we bring along professional and industry-specific know-how or acquire it free of charge in advance. We prefer to train people accompanied by others in the normal course of practical work according to the principle of demonstration – participation – imitation – do it yourself (VMNS). This results in sustainable learning effects with a high degree of practical relevance and at the same time low downtimes – and ultimately enthusiastic participants.
Theory:practice

A high proportion of practical experience for sustainable learning success.

20: 0

The question of the optimal mix of theory and practice inevitably arises in the area of qualification and further training. SPM 2000 has a clear answer to this question:
Our seminars and training courses have a high practical component of 50-90% and ensure holistic learning success with many practical exercises and examples. In combination with the methodically networked coaching, the ratio of theory:practice is approximately 20:80. This statistical phenomenon known as the Pareto Principle [1], which has found its way into communication science and pedagogy, represents, in our experience, the optimal distribution to ensure sustainable behavioral competence. In addition to the sustainability of our measures, a high cost efficiency is also achieved through low production losses in active operation.

Source:
[1] Krems, B.: 80-20-Regel, article in Online-Verwaltungslexikon olev.de, Version 1.6 https://olev.de/index.htm [access: 12/08/19]

Training and coaching
The intelligent interlinking of both skills is what makes the success.

For us, training and coaching are different skills and should not be used in isolation:
Training is aimed at the targeted development of knowledge and behavioral competence. With the involvement of the group, its dynamics and ‘swarm intelligence’, the individual behavior and performance of the participants is the focus of attention. The topic-specific training contents (e.g. sales, communication, leadership, etc.) are developed and conveyed partly in an abstract way using models and partly in a practical way using exercises. The trainer leads the group professionally and methodically, intervenes if necessary and is responsible for the promotion and integration of all participants.
Coaching (on-the-job) is a time-limited, individual and goal-oriented support in a professional context with the purpose of releasing potential for professional development and/or performance optimization. In this process, new behavioral patterns can be anchored, knowledge can be implemented or the ability to reflect can be improved. Methodically, the coach provides support for self-help through targeted feedback and didactic tools tailored to the coachee and acts as a supporter of the learning process.
The targeted and result-oriented combination of both skills, as an interlinking of methods and media, is what makes our measures so successful. Each of our coaches is trained by us in the field of coaching and training. We only use one-sided training or coaching on explicit customer request.

Swarm intelligence

Learn interactively and achieve more together.

Knowledge and behavioral competence

Behavioral change through understanding and experiencing.

Support for self-help

Recognizing and utilizing potentials for performance optimization.

Feedback and reflection

Use self-perception and external perception as instruments for improvement.

Digitalization

Strengthening digital and analog skills.

By digitalization we mean the transformation of values, information etc. from analog to digital [1]. In this sense, every digital skill can be traced back to an analog one. Thus, structuring competence stands at the beginning of a coherent presentation. The medium of preparation can change: from flipchart and bulletin board to Powerpoint or Prezi, the underlying skill is the same. This is where we come in, because our approach to advanced training, organizational development etc. is analog before digital. Thus we promote the ability to react spontaneously and flexibly to changing contexts and group dynamics, as the basis is behavioral competence. In accordance with our philosophy of a holistic approach that focuses on individual cooperation, digitalization and the use of digital media is only one means among many for us.

Source:
[1] Bendel, O.: Digitalisierung, article in Gabler Wirtschaftslexikon Version 277247 https://wirtschaftslexikon.gabler.de/definition/digitalisierung-54195/version-277247
[Access: 12/08/19]

Certification process
Our certificate is worth something.

We have standardized processes that aim to reward performance and make acquired certificates forgery-proof, including through various security features. We issue certificates according to our own certification procedure, which means concretely: We issue a certificate only after passing an examination, which consists of 50% theory and 50% practice. Its validity can be clearly verified via an individual code on our homepage. We also offer our own certified personnel training courses.