SOL SUPPORT

What do we offer:

Sustainable development of a learning culture

We don't go for a quick fix. Creating a learning culture is a journey of development across the organization, so yes, in the boardroom too. We work from the model of the learning system that was originally developed by Peter Senge. Each of the components of this model matters and we have developed practical working methods, programs and training for each of the components.

Together with you, our client, we look at where the greatest need lies and where the greatest impact can be achieved. We work where the energy is already there. Or just where all the energy has leaked out. You don't scare us with neglected teams, hassle or tension. For us, that is precisely information that we can work with. Negative emotions show great involvement, so we like to work with that. 

Formeel én informeel leren

In-company programs 

1. Personal Mastery: an in-house tailor-made program, based on an annual program in which employees write their own learning contract, get to know and develop their own qualities better (Clifton strength analysis), reflect weekly with colleagues and briefly record their own learning experiences on a daily basis. With the focus on learning in and from their daily work practice.
   
   
2. Learning Practice Teams: Training and coaching. For teams that stand for solving complex issues or realizing innovative applications. After a three-day training, we guide teams with a coaching program of 4 to 8 months, in which we focus on learning. This method leads to better results, motivated employees and a sustainable development model.
   
   
3. Learning Leadership: the leadership of the middle management is to a large extent decisive for the success of creating a learning culture/learning organization. We offer a three-month lead-time program that focuses on developing a meaningful learning and working environment as the foundation for sustainable results.
   
   
4. Learning Culture: a culture of learning is a precondition for developing a (more) learning organization. To achieve this, an integrated combination of three programs is recommended (people, team, leadership). The major challenge lies in starting the process towards a learning culture. For this we respond to existing needs, energy, experiences and qualities present in the organization.
   
   
5. Learning Organization: organizations that have the desire to become more learning can learn a lot from each other. We facilitate this learning from, with and through each other by organizing a network meeting four times a year for teams that are internally responsible for this.
   
   
6. Learning Society: For solving problems that no one has an answer to. With our knowledge of and experience in the social field, we support groups with diverse interests, by creating a trusted learning and working environment in which all parties involved feel heard and seen.