Consultancy Skills For Training and Development Professionals

Consultancy Skills For Training and Development ProfessionalsConsultancy skills for training and development professionals is designed for you if your role is in training and development perhaps you are a consultant, HR business partner or a training manager and you wish to develop your consultative skills to identify business and personal development needs and provide targeted learning solutions that are performance focused.

This competency development programme will enable you to engage in activities that are specifically focused upon developing the competencies required of training and development professionals.



Duration 2 days.


Who Will Benefit?

Organisations are constantly facing the need to change. Increasingly our customers are expecting learning and development consultants to respond quickly with practical, efficient and creative solutions that are cost effective and aligned to the needs of the business. This Consultancy Skills for Training and Development Professionals course will ensure you develop greater confidence to work with stakeholders at all levels. We will provide you with a process that is proven to work to enable you to develop the skills to enhance critical conversations with stakeholders Your time will be well spent and will enable HR training consultants, learning and development specialists to raise their profile, enhance their influencing skills and make a real difference within the organisation by providing a valuable, effective, tailored training and consultancy service that focuses on the issue and returns the required results


Flexible learning

Learning Technologies

During the day we will go on a treasure hunt to find and evaluate a range of Apps and tools to engage learners, push learning, and build collaboration. Please bring your mobile phone, tablet or laptop along to the session to enable you to experiment with the treasure



Internal consultants will develop the skills to:

  • Select and apply a consultancy style that builds rapport
  • Demonstrate commercial awareness competencies
  • Link solutions to commercial realities
  • Be aware of the organisational culture characteristics that influence solutions
  • Identify organisational data that is relevant to the problem and the solution
  • Analyse and interpret data effectively
  • Gather data to measure performance outcomes
  • Focus on analytical and proactive thinking to enable measurable solutions interact with colleagues and clients alike, developing professional relationships
  • Identify flexible and cost effective approaches to learning
  • Make the training budget go further
  • Develop strategies for marketing your consultancy or in house service

 Consultancy Skills For Training and Development Professionals

What is the scope of my product or service?

  • Consultancy defining the scope of your service. Identifying business benefits
  • identifying growth opportunities to develop your service
  • Promoting services choosing channels to market
  • Using technology to engage stakeholders
  • Process, People and Performance identifying measures of success
  • Proposition design: identifying the key factors that will make a solution compelling for a client.
  • Overcoming client objections and concerns

Working Smarter – Modern Learning Methods

  • Increasing value from a training budget
  • Alternatives to traditional classroom methods of delivery
  • Avoiding the conspiracy of convenience by providing minimal learning solutions
  • Let’s innovate treasure hunt activity – applications that support modern workplace learning
  • Evaluating the potential amongst the treasure

The Consulting Process & Contracting

  • Situation Appraisal
  • Insight into the People, Politics and Potential aspects of what’s going on in each part of the consulting process
  • Diagnosis: recognising states of readiness for the change solution proposed
  • Critical skills for internal consultants enabling you to identify clearly what the customer requirements are – and to recognise that the customer is often unsure or mistaken about their real needs
  • Preparing for and conducting customer meetings Developing a proposition jointly with a customer
  • Establishing objectives Agreeing processes, resources, responsibilities and deliverables. Identifying criteria for success
  • Managing expectations Reporting – what will be measured and how will results be communicated

Analysis & Diagnosis

This session explores a range of consulting tools and techniques to gather, analyse and interpret data, generate options and move towards potential solutions

  • Brinkerhoff Model Start with the end in mind
  • Data collection – Is / Is Not Analysis and problem solving
  • 5 Whys
  • Fishbone Technique
  • Pareto Analysis
  • SWOT
  • SAND
  • Weighted Matrix
  • Action Planning interventions to ensure you deliver timely and comprehensive solutions

Leadership & Management Skills

All consulting projects require inputs from other people – internal consultants achieve through people. Effective internal Consultancy Skills For Training and Development Professionalsconsultants encourage, motivate, persuade, influence, involve, excite and empower others to contribute. Since internal consultants rarely have line manager authority this requires a special set of skills.  Recognising that not everyone will be on your side from the beginning and developing ways to work with allies, opponents, champions and adversaries.

  • Influencing and negotiating skills – you are more likely to get what you need if people want to give it to you; this session provides participants with powerful influencing techniques
  • Cialdini’s 6 key influencing tactics
  • Facilitating meetings
  • Facilitation tools
  • Structuring, questioning
  • Encouraging participation
  • Communicating with internal clients – frequency, channels, content – managing expectations and delivering bad news

Making Recommendations

  • Selling solutions with the spin cycle
  • Presenting Recommendations
  • Anticipating and Overcoming Resistance
  • Specifying Support Needs
  • Gaining Commitment Barriers to change recognising them and making recommendations to overcome them. Supporting  the transition to modern learning


Develop People, Process and Performance


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