Selecting the right people: Everyone believes they are a great judge of character and yet the research says otherwise. The use of logical analysis, cognitive behavioural questioning, case studies and observation in real scenarios can reveal more than any questionnaire or gut instinct. NDM adds shape to that process.
Pitching to the client: Selling anything, whether this is a pitch or persuading someone else to adopt your idea is about creating powerful stories that appeal to the needs of the client. Understanding how decisions are made, allows you to present and behave in the most effective way to sell your product or idea.
Inspiring and connecting with your team: People skills are all based on your assumptions (instinctive decisions) and getting to understand the key motivators for your team. Harnessing those in the pursuit of the team goal is all about influencing how people invest. NDM can break down those assumptions.
Leading change: Change is never comfortable and how you develop trust with others is at the centre of bringing people with you and taking them new levels both in business and sport. NDM offers a chance to develop these skills and allow leaders to be themselves but with more skill.
Creating the right tasks: The closer to reality the task is the more skills will be transferred back into the workplace. Experiential learning can be fun and support team building but we rarely transfer these skills back into the work place because the lack of contextual triggers and realism doesn't optimise learning. Simulation therefore needs to be designed to focus on the skills and specific to situations the learner is trying to develop.
Stress: In order for the learning to become robust under pressure, we need to introduce stress, challenge and variety into the training we provide before performing the skills for real. Train hard, fight easy?
Coaching: The art of tailoring the feedback to the individual learner is essential, which is why we use expert coaches that create trusting relationships and who are able to optimise feedback, support and challenge to help change behaviours, mindset and skills.
Matching the challenge for the individual: People perform best when they believe they can achieve the task and so therefore any design needs to identify the skill being developed and the learner's level of skill.
Support and feedback in the workplace: The transfer of skills from training to the work place is where most skills and good intentions fail. This is the reality of changing behaviours that most companies miss. We provide video analysis and support in the everyday situations to help support that transfer, which is why we have been so successful with our programmes.