Your Business March 2020 - 221

MARCH _ 2020

R

esearch has consistently
shown that those
organisations that focus
on training and engaging
their employees have lower
absenteeism, fewer accidents, fewer
errors, higher productivity and
greater proﬁtability. Measuring the
eﬀectiveness of diﬀerent learning and
development programmes can help
get the most out of these eﬀorts.
Nicholson McBride Fisher, Europe's
ﬁrst business psychology consultancy,
has nearly 30 years' experience of
improving organisational, team and
individual performance, working
with clients in the following areas:
* Leadership and
management development
* Skills development
* Assessment
* Coaching

Success stories

At NMF, we can measure the impact of
these improvements at diﬀerent levels,
ranging from how satisﬁed participants
were to the eﬀect on the business as a
whole. Here are just a few examples.
■ Level 1: Immediate satisfaction
(with a workshop/training course)
After working with a ﬁnancial services
organisation, the participants rated
an NMF management development
programme as average 4.8 out of 5
on how engaging it was, 4.8 out of
5 on participation and 4.9 out of 5
on the facilitator's knowledge.
■ Level 2: Degree of learning
A company-wide survey of a
professional services ﬁrm showed
that, as a result of participating in a
customer focus workshop with NMF,
its people were far more likely to:
* Know who the internal customer
is for every piece of work they did
* Understand what it means
to be customer focused

YB2020 Nicholson McBride Fisher DPS_F.indd 221

* Know their internal customers' needs
* Act on the feedback they receive
from internal customers
■ Level 3: Impact on action
Law ﬁrm: after partners participated
in coaching and training, a follow-up
360 degree feedback process showed
positive shifts in behaviour in:
* Personal eﬀectiveness (+38%
improvement in feedback scores)

suggestion scheme, which saved
£500,000 in its ﬁrst year.

Why we're so eﬀective

How does Nicholson McBride Fisher
design and deliver development that
works? It uses business psychology and
research to shape its involvement: what
participants remember tends to increase
the more they do during the programmes.
In general, people tend to remember very

OUR PEOPLE COME FROM MANY
BACKGROUNDS AND HOLD BUSINESS
AND PSYCHOLOGY QUALIFICATIONS
* Engagement of people
(+26% improvement)
* Professional expertise - client
care, marketing and business
development (+17% improvement)
* Leadership behaviours
(+15% improvement)
■ Level 4: Impact on the business
Working to improve teamworking
in a property services organisation
contributed to reducing the lead
time for constructing a new
store from 22 weeks to 17.
Working with an internal consultancy
department to shift attitudes within
their department, we developed a

little of what they read or hear and much
more of what they say and do, which is
why our development programmes are
designed to get participants rehearsing
and practising the skills - this is much
more eﬀective than programmes that
simply broadcast information. It also
helps if there's more than one element to
any development - face-to-face training
supported by webinars, for example,
rather than just a one-hit approach.
Our people come from a variety
of backgrounds and hold a mix of
psychology and business qualiﬁcations.
They have often worked in industry
before, which ensures their
eﬀectiveness is second to none.

To ﬁnd out how you can boost your organisation's performance
through targeted training and development with measurable results,
call 020 3861 6040, email kate.brown@nicholsonmcbrideﬁsher.com
or visit nicholsonmcbrideﬁsher.com, quoting CAAN2020

12/02/2020 12:47
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Your Business March 2020

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