Skills Force SA
Developing your organisationLeadership Development Coaching
Leadership Coaching of Mid- Career Leaders, Operational Managers, and Hi-Potential specialists
People Development Reporting
Training Plan, Annual Training Report
Talent Development Consulting
Learning Strategy Development, Training Needs analysis, Learning policies and processes, Career Development
About Us
Skills Force SA aims to make a positive contribution to your organisation by arming your employees with relevant skills for their future.
We recognise that the future of work requires skills less traditional than what much of the experienced workforce or entry-level employees are currently equipped with; we support organisations to bridge the gap between existing and future capability and behavioural requirements.
How We Do It
Organisations contract us to develop their employees, with the intent of building a motivated workforce who meet strategic goals in the ever-changing world of work. We make this possible through people-development strategic planning, embedding learning journeys, providing coaching and mentoring, and re-designing your learning processes and policies to enable user-friendliness for both initiators and end-users of each process.
Why We Do It
Learning is one way to empower individuals and communities to take control of their futures. Organisations are microcosms of the societies that they operate within and the impact of developing your workforce is felt beyond the walls of the organisation. Through experiential learning your employees become open to consider new ideas, new opportunities, a chance to change their situation, and a way to achieve personal success.
About Us
Skills Force SA aims to make a positive contribution to your organisation by arming your employees with relevant skills for their future.
We recognise that the future of work requires skills less traditional than what much of the experienced workforce or entry-level employees are currently equipped with; we support organisations to bridge the gap between existing and future capability and behavioural requirements.
How We Do It
Organisations contract us to develop their employees, with the intent of building a motivated workforce who meet strategic goals in the ever-changing world of work. We make this possible through people-development strategic planning, embedding learning journeys, providing coaching and mentoring, and re-designing your learning processes and policies to enable user-friendliness for both initiators and end-users of each process.
Why We Do It
Learning is one way to empower individuals and communities to take control of their futures. Organisations are microcosms of the societies that they operate within and the impact of developing your workforce is felt beyond the walls of the organisation. Through experiential learning your employees become open to consider new ideas, new opportunities, a chance to change their situation, and a way to achieve personal success.
Leadership Development Coaching
We work with high potential employees and leaders to tackle their goals, identified strengths and development areas.
Using the GROW Model approach, we have seen that a goal-orientated technique empowers clients to become self-determining and motivated towards being the best version of themselves. Leaders improve their self-awareness, tap into their potential and change their behaviours.
Our coaching sessions provide a safe space for clients to reflect on their leadership objectives, personal leadership style, to establish a plan that will deliver results, and use the combination of these benefits to enhance their individual performance and impact the performance of the people they lead.
Coaching sessions takes place in a virtual or in-person setting every 2-3 weeks, with a total of 6 – 12 sessions recommended.
Benefits of coaching
- A new learning experience
- An opportunity for guided reflection
- An improved understanding of one’s leadership potential
- Increased self-awareness
Leadership Development Coaching
We work with high potential employees and leaders to tackle their goals, identified strengths and development areas.
Using the GROW Model approach, we have seen that a goal-orientated technique empowers clients to become self-determining and motivated towards being the best version of themselves. Leaders improve their self-awareness, tap into their potential and change their behaviours.
Read More…
Our coaching sessions provide a safe space for clients to reflect on their leadership objectives, personal leadership style, to establish a plan that will deliver results, and use the combination of these benefits to enhance their individual performance and impact the performance of the people they lead.Coaching sessions takes place in a virtual or in-person setting every 2-3 weeks, with a total of 6 – 12 sessions recommended.
Benefits of coaching
- A new learning experience
- An opportunity for guided reflection
- An improved understanding of one’s leadership potential
- Increased self-awareness
Talent Development Consulting
“There are two goals in the experiential learning process. One is to learn the specifics of a particular subject, and the other is to learn about one’s own learning process”- Kolb, 1984
We work with organisations to widen the existing skills of their employees and to develop new skills and competencies which we determine through a structured consulting process.
We use the foundations of experiential learning in our approach, and achieve what we set out to do, by:
- Understanding your organisation’s culture and strategic goals
- Working with key stakeholders, decision makers and operational managers to analyse needs, competencies and skills
- Solutioning, designing, developing and delivering frameworks, programmes, and approaches to address development gaps
- Providing a customised toolkit that allows the organisation to evaluate learning, and analyse performance against learning gained
Our consulting process is linked to our clients’ performance cycle and financial reporting periods. Our contracting periods range from projects as short as 3 months up to longer projects of 18 months, depending on the extent of consulting required and where clients finds themselves on their path to building their learning culture.
Talent Development Consulting
“There are two goals in the experiential learning process. One is to learn the specifics of a particular subject, and the other is to learn about one’s own learning process”- Kolb, 1984
We work with organisations to widen the existing skills of their employees and to develop new skills and competencies which we determine through a structured consulting process.
We use the foundations of experiential learning in our approach, and achieve what we set out to do, by:
Read More…
- Understanding your organisation’s culture and strategic goals
- Working with key stakeholders, decision makers and operational managers to analyse needs, competencies and skills
- Solutioning, designing, developing and delivering frameworks, programmes, and approaches to address development gaps
- Providing a customised toolkit that allows the organisation to evaluate learning, and analyse performance against learning gained
Our consulting process is linked to our clients’ performance cycle and financial reporting periods. Our contracting periods range from projects as short as 3 months up to longer projects of 18 months, depending on the extent of consulting required and where clients finds themselves on their path to building their learning culture.
People Development Reporting
Determining the value of skills development revolves around more than the direct costs associated with training
Skills Development reporting is linked to strategic organisational requirements and we perform a formal needs analysis process that culminates in an organisational training plan for the upcoming year.
Our annual training reports consider several elements that provide you with valuable information related to the development of your workforce: Evaluation of interventions against expectations, mobility related to upskilling, financial costs associated with the venue hire, catering and specialised technology associated with an intervention. We delve into the details of when, where, how and on whom your budget has been spent; using this data to understand people development trends in your organisation.
When required (depending on region) we engage the relevant Training Authority to fulfill regulatory reporting requirements on behalf of our client:
– Workplace Skills Plan: A plan of recommended training, in the upcoming year
– Annual Training Report: A historic account of where training budget was spent and how it was allocated, in the current year
People Development Reporting
Determining the value of skills development revolves around more than the direct costs associated with training
Skills Development reporting is linked to strategic organisational requirements and we perform a formal needs analysis process that culminates in an organisational training plan for the upcoming year.
Read More…
Our annual training reports consider several elements that provide you with valuable information related to the development of your workforce: Evaluation of interventions against expectations, mobility related to upskilling, financial costs associated with the venue hire, catering and specialised technology associated with an intervention. We delve into the details of when, where, how and on whom your budget has been spent; using this data to understand people development trends in your organisation.
When required (depending on region) we engage the relevant Training Authority to fulfill regulatory reporting requirements on behalf of our client:
– Workplace Skills Plan: A plan of recommended training, in the upcoming year
– Annual Training Report: A historic account of where training budget was spent and how it was allocated, in the current year