It is not a course, it is a methodology,
based on a selection of elements complementary to each other.
We studied the effectiveness of each of the training tools and we realized that
(incidentally) they work better together.
Experiential training interpreted as “doing exercises” is by itself an incomplete thought. We wanted to reinterpret the learning cone of Edgar Dale (you can find it on the page “practically”) to show that only the integration of different activities brings a real added value. The QBIC courses work on each of the levels of the cone, generating involvement, activation and sense of responsibility in participants. The peculiarity of QBIC features makes its process perfectly adaptable to some training courses, but not to others. Examples of successful applications are sales, negotiation, meeting management, public speaking courses, and any other kind of course that allows a working environment sharing with other participants.
1 - TRAINING
Here are the 6 faces of the learning process. The first phase of QBIC takes form from the experience of typical UNREAL training courses: the depth of the theories is passed through the use of emotions and metaphors. The dynamic style and inductive method of the courses are aiming to trigger thinking processes. Making people reason, so that people themselves “find” the most effective strategies for them. But this is just the beginning …
4 - INSIDE BOOKS
Goodbye to photocopies and second-hand information, that, we know, nobody reads. QBIC goes directly to the source: each participant receives a book, original, selected among the giants of the theories discussed during the course. The subsequent sharing that participants will carry out transforms this step from individual study to collective learning. Try now to find better handouts …
3 - CROSS MENTORING
2 - ACTION PLAN
There is action and action. In QBIC the action plan aims to build a bridge on the future, carefully focusing on the set target, analyzing not only the steps, but also the obstacles to face and the available resources. But the main feature is that the action plan is designed to be drawn up in two: through the consulting support of the other participants the view becomes wider, more complete, more effective.
Now the going gets tough. Each participant chooses a partner for mutual assistance in two separate moments of working life in the following week. No more simulations but reality: each of the two moments is designed to add value to both partners, because learning takes place both through observation and through feedback.
6 - COACHING
5 - FOLLOW-UP
The QBIC follow-up is brief (half a day), within short distance (between 7 and 10 days from the course), with a clear goal (review the action plan) and with one major difference: creating added value from what has been learned during the practical application, between the lines of own book, by the observation of the partner, so that everyone learns from everyone. Now that is called optimization.
Most people stop to perform simply because they fall before obtaining a result. QBIC closes its process with an individual coaching session, designed to support the behavioral strategies of the participant. Personalized, pragmatic, flexible, the meeting fosters the practical application and the overcoming the most difficult situations. And once started, as always, everything is more fluid.
How it should be, every innovation raises different emotions: some are ready, as always, to ride the wave and collect results before the others, and some prefer to have a bit of time to understand the real benefits. In both situations, the next step is contact, to choose in what situation you want to apply the QBIC methodology, or just to get the information you are missing.