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 We accompany and support learning and development processes for

Ø  Individuals,

Ø  Teams, sectors and

Ø  Organisations.



 In this process, it is important for us to develop concepts and solutions together with the customer. In this way, it becomes possible:


Ø  To take into account the current training needs

Ø  To incorporate them in the staff development concepts and

Ø  To create confidence for the company strategy.


 With these joint steps:

Ø  The training needs of executives and employees are determined

Ø  The development goals and changes are coordinated

Ø  The target groups are defined

Ø  Structuring and time schedules are elaborated and

Ø  The steps of execution and implementation are evaluated. 



 To achieve higher responsibility particularly of the senior management for the necessary staff development, it is advisable to set up a management group.

It should include experts on staff development and training, representative group of the customer organisation top management and EMC partners.


 In this way, the training and the development are more likely to be suitable for the participants and adequate for the organization, and to have a sustainable effect.

Besides, parallel to individual training, we can also support learning in the whole organisation.


 EMC a 15 year veteran of training in multi national companies all around the world and author of numerous training programmes. In conjunction with EMC consultants, EMC has developed a fully integrated training system that we call The DNA of Corporate Skills.


 The fundamental philosophy supporting this approach is based on the use of our own psychometric instrument The Communication Style Indicator (CSI). This instrument gives each individual an in depth analysis of their own personality, personality styles in general, and how they affect interactive communication within the company. By understanding ourselves, we are in a far better position to understand others and how we interact with them. The CSI provides an overview of a person’s strengths and allowable weaknesses and how best they might be leveraged in a corporate setting.





 To provide high quality learning and implementation, the real life experience of the trainees comes to the foreground.


 The progress of the seminar is determined by their situation at work and in management, by their questions, topics and problems.



Ø  Lecturers and trainees determine and coordinate together a framework of the areas and terms of training

Ø  The management theories and the thinking models are discussed and compared with the experience and potentials of the trainees, and the steps for practical implementation are coordinated

Ø  Back-up means to facilitate self-analysis are determined by analyzing one’s own strengths and the need for development

Ø  The method of work is based on experience oriented learning using the model “experience – analysis – theoretical rationale”

Ø  Particular importance is attached to creating a network among the trainees and to learning from each other both during the seminar and afterwards

Ø  In most training sessions, the trainees are invited to adapt mentally through special checklists.


Ø  Agreement to maintain confidentiality.


 Generally, multistage training sessions with shorter duration are more efficient.


 For example: one training module and the follow-up. Where this is impossible, we include the above-mentioned back-up implementation means in the form of peer groups for learning, or groups for exchanging experience.





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