By the end of this course delegates will be able to:

• Demonstrate and understanding of best-practices in Learning, Training, Development, Coaching and Mentoring
• Explain the concept of Learning
• Utilize the skills of Organizational Learning & Talent Management
• Apply appropriate skills for developing a learning organization
• Develop talent and careers in the Oil, Gas & Energy Industries

Day 1

Organizational Learning & Development

Competency Description: Understanding the psychology of learning is an essential foundation for any professional working in the areas of Learning, Training, Development, Coaching and Mentoring

Key behaviors

• Explain the concept of learning theory
• Analyzing context
• Application of knowledge
• Critical thinking
• Awareness of different learning styles and how to provide for them

Topics to be covered

• Understanding the psychology of learning
• How do learning and development differ in the Oil & Gas Industry
• Behavioral and other psychological theories
• The idea of organizational learning
• Learning style theory – pros and cons

Day 2

Coaching and Mentoring

Competency Description: The development of practical skills and knowledge about coaching and mentoring specifically in the Oil, Gas & Energy Industries

Key behaviors

• Explain the concepts of mentoring and coaching
• Analyzing best-practice in coaching and mentoring schemes
• Application of skills to practice
• Motivational coaching skills
• Understanding of core models

Topics to be covered

• Distinguishing between coaching and mentoring
• Coaching process elements and how they interrelate
• Understanding the coaching cycle
• Best-practice in mentoring schemes
• Establishing a mentoring program

Day 3 

Proving the Value of Learning and Development

Competency Description: The analysis and alignment of business objectives to create efficient systems to achieve the maximum ROI from learning and development initiatives

Key behaviors

• Aligning training and development to meet business objectives
• Understanding the training cycle and why it matters
• Redefining organizational learning for your organization
• What to measure: defining the measurement parameters and metrics
• Demonstrate the business case for specific training interventions

Topics to be covered

• The training cycle
• The importance of learning objectives
• Understanding and applying cost-benefit analysis
• How to measure training return-on-investment (ROI)
• Measuring intangible impacts: cultural, social, other

Day 4

Career Development, Performance Management & Feedback

Competency Description: Understanding the process of career development, performance management and feedback based on Emotional Intelligence Competencies

Key behaviors

• Plan, organize and deliver relevant interventions
• Developing a personal career SWOT
• Understand and can implement appropriate feedback technique
• Describe best practice in relation to employee development
• Critical thinking

Topics to be covered

• Understanding career development
• Methods to develop and retain staff
• Nationalization and localization programs
• How performance management should work
• Emotional Intelligence (EI) - giving feedback model

Day 5

Becoming a Learning Organization

Competency Description: Organizations need to discover how to use people’s commitment and capacity to learn at all levels

Key behaviors

• Understanding the characteristics of the learning organization
• Systems thinking
• Building shared vision
• Change leadership
• Developing a personal plan for future learning

Topics to be covered

• Definitions of a learning organization
• Dimensions of the learning organization
• Benefits and barriers or the learning organization
• The Fifth Discipline
• The business case presented

• Managers, Supervisors, and Leaders in the Oil & Gas Industry
• Those involved in developing coaching or mentoring programs
• Anyone involved in talent management of Nationalization Programs
• Anyone involved in learning & development, training, or talent management
• Human Resource (HR) personnel at all levels
• Occupational health & safety personnel
• Anyone concerned with organizational learning