BLENDED LEARNING SOLUTIONS

Blended Learning for a cohesive learning experience

We define blended learning as structured opportunities to learn, which use more than one learning or training method, inside or outside the classroom. We bring about an effective combination of different delivery modes, teaching models and learning styles, and apply them in an interactively meaningful learning environment to create the right blend.

Whether you’re seeking to expand your own individual skills to better contribute to organisational goals, or you want to expand the skills of an entire workforce, let us show you all the ways Supera Blended Learning can provide the ideal learning solution for your needs.

SKILLS & COMPETENCIES DEVELOPMENT

Live as if your were to die tomorrow. Learn as if you were to live forever

Supera offers a broad competence development concept.
We not only focus on individual or collective competence development but also on activities that support everyday and work-related learning. We provide learning for and development of employees as well as managers in public and private workplaces. We help employers create optimum conditions for exploiting and developing knowledge resources. We also help to introduce and develop new skills and competencies in the workplace. We have extensive experience with developing proper framework conditions in companies, in vocational education and training as well as in adult education and continuing training programs.

TALENT MANAGEMENT

Hire. Train. Retain.

Organisations know that they must have the best talent in order to succeed in the hypercompetitive and increasingly complex global economy. Along with the understanding of the need to hire, develop, and retain talented people (those individuals who are of particular value to an organisation, either in view of their ‘high potential’ for the future or because they are fulfilling business/operation-critical roles), organizations are aware that they must manage talent as a critical resource to achieve the best possible results.
Talent management is a business strategy and must be fully integrated within all of the employee related processes of the organisation.

Our experts can guide you how to develop your brand in order to acquire and retain the very best talent, as well as how to create an effective talent pipeline to safeguard your organization moving forward.

IN-HOUSE TRAINING

COACHING

TEAM BUILDING

“If you want to go fast, go alone. If you want to go far, go together.”

Management teams whose stakeholders challenge one another’s thinking develop a more complete understanding of the choices, create a richer range of options, and ultimately make the kind of effective decisions necessary in today’s competitive environments.
The challenge familiar to anyone who has ever been part of a (management) team is to keep constructive conflict over issues from degenerating into dysfunctional interpersonal conflict, to encourage stakeholders to confront without destroying their ability to work as a team.
The intervention is primarily aimed at creating an environment where individuals explores behaviors and practices which is dysfunctional in the context of their roles within the team and areas for change and transformation that can enable them to becoming more effective, become fully aligned, more focused on the right things, and build higher levels of trust in one another as they meet the broad range of challenges at the organization level.

CREATING TALENT DEVELOPMENT PROCESS

Although the output of all work within an organization is important, certain roles are key to operations and directly drive business goals and results.

Top talent is today’s competitive differentiator that makes the difference between an organisation that is thriving and one that is stagnant or declining.
However, the impact of the roles performed by that talent is not identical across an organisation. Some roles have a greater impact than others. Companies in all industries have a set of critical roles: jobs that must be performed— and performed well—for the companies to succeed. These positions are not confined to leaders and executives. Critical positions may lie at the core of conducting everyday business or be central to long-term new product strategy.

Executives and HR management have always been focused on basic talent management acquiring, hiring and retaining talented employees. But, to drive optimal levels of success, business leaders need engaged, high-performing employees. The key to inciting a workforce to greatness is to align your talent management with company strategy, define consistent leadership criteria across all functional areas, and identify specific competencies (analytical, technical, education, experience) to cultivate for continuing growth.

Our experts can be your partner in crating yours Talent development process to ensure your organisation the availability of top talent by building critical-talent pipelines, and to ensure a flow of the right talent for these roles over time.

OUR APPROACH

Pre-program:

The diagnostic approach begins by intensively interviewing each team member on factors impacting the management team’s efficiency and member’s motivation. • assessing the current stage of team development • team’s mission, planning, and goal setting • the operating processes of the team • issues impacting interpersonal relationships • impact in the overall organizational context

Program:

The program combines indoor and „outdoor “activities, and individual coaching for team members. Team building Program adapts to the goals and possibilities of preprogram activities. All planned activities are related to the specific process of teamwork. The program includes an interesting and varied activities in which participants will have the opportunity to become aware and recognize the similarities to real business situations, to get feedback from experts on the effectiveness and areas for improvement of an existing team, applying lessons learned in daily practice and have a good time. The concept of the chosen activities will be carefully chosen and directed towards the desired goals of the program.

Post-rogram:

The desired future with clearly defined goals, metrics and time lines is co-created by the team. If desired by the members, the faculty revisits the team on mutually agreed time lines depending on progress made and visible shifts within the team to facilitate the review.

Benefits:

• improved Communication within the management team • enhance the ability of team to be more open, share information and knowledge • getting all team members on the same pages as far as operating agreements and a common vision • improved interpersonal relationships • individual members of management team will be more identified with the goals of the organization and concerned about its success if they participate in making decisions about those goals and how to reach them. • by participating in a structured experience in a supportive environment, an opportunity is provided for members to have frank discussions and develop a professional level of trust