The approach we use for our training programs and consulting is inspired by globally validated training models and we believe in making positive impact on the partnering organizations

Our approach is based on DALE's cone of learning and the methodology is based on ADDIE's model.

DALE's Cone - Training as a science

ADDDIE Model

Our Methodology

Step 1 : Diagnostic

It is the foundation of the learning solution. In this phase we

  • Meet HR Department
  • Functional Heads
  • Target Audience
  • Other relevant Stakeholders

Then, define

  • Engagement mapping process
  • Establishing & communicating linkage between business goals & initiative.
  • Setting the direction, expectations and boundary conditions for the initiative.
  • Establish a management review process to ensure project is on track.
  • Key deliverables expected from the initiative.

The Methodology used here is

  • Mystery Shopping
  • Mock Calls
  • Personal Interviews
  • Observations
  • Focused Group Discussions

Step 2: Design

The Diagnostic Phase feeds the Design Phase and serves as blue print for the project

  • At this stage we identify and suggest
  • Training needs
  • Instructional strategies/Methodology
  • Content Development
  • Evaluation Methodologies

Step 3: Development

Once the Design Document is firmed up with the Client Organization, the Content Development Phase begins which includes the following: Preparing Training Material for workshop/ intervention (Includes PPTs, various tools, required, etc.) Preparing Assessment formats Preparing Participant's manual

Based on the client's requirement we may also provide Computer Based Interactive Training Programs Modules.

Step 4: Deliver

Once the Content sign off is completed, the actual implementation phase begins.

The delivery methodology is project specific and may include any of the following or a combination of following methodologies

Class Room training
Out Bound training
On the job facilitation
Performance coaching
Computer Based Training

Demonstrate Results

We follow KIRKPATRICK model for Evaluation of Learning which covers 4 different evaluation methodologies.


Type I - Participant Feedback

The participants evaluate the learning experience at the end of the training program. This feedback covers Trainer, content, environment and overall program assessment.


Type II - Learning Result

A pre-test and post-test is given to the participants to evaluate the degree of learning. By summarizing the scores we can measure the impact of the training. It is used more in skill based programs. For example – Product trainings


Type III - Facilitation / Handholding

Participants typically scores good in the post test however the real challenge is retention and transfer of the knowledge and skills to the real life work place. We capture and measure the change in the behavior exhibited at the workplace. Sequel Consultant spends time with the trained participants to understand and facilitate the transfer of skills acquired during the workplace. Typically this exercise is done after 45 days to 60 days of training workshop.


Type IV - Business Results

As Per the project specific deliverables this methodology measures the impact of the training program on business