Capacity Building

We assist professional individuals and organizations obtain, improve, and retain the skills, knowledge, tools, equipment and other resources needed to do their jobs competently or to a greater capacity. This is very important as employees cannot deliver to their potential if their skills, both technical and otherwise are improved and developed.

Clearly defined organizational aims leads to a clear strategy, the activities that the organization must deliver to achieve its aim. The strategy provides a focus for decision making and a benchmark for judging whether a project or new idea aligns with your strategy. Many organizations lose their direction through working on new ideas that aren’t aligned to their strategy or through ill-equipped work force.

Through training, we help Organizations to build capacity that fits into their strategic goals and we help create a Learning Organization that is always seeking to improve on the way Business Processes are carried out for the greater good of the organization at large.

On top of building skills towards delivery of strategic goals, Capacity Building also aims at reducing turn over in organizations by improving on individual and group morale of the employees. If talented staff feel unappreciated, they will move to another job, taking their skills and knowledge capital away from your organization. You will not just lose talent you will also lose time, energy and productivity while you recruit and develop new people. Staff who are well trained and have the capacity to perform at their maximum potential will usually have high morale.

Asking the following questions will help you to build organizational capacity, retain vital

Staff and develop a succession plan for the future:

  • Do you know the skills and experience of your staff?
  • Have you audited the range of skills that are in the organization, separately from the job skills already in use?
  • Do you know about the career aspirations and ambition of your talented managers?
  • Have you set up mentoring, shadowing and other schemes that encourage people to grow and develop?
  • Does your culture support new learning?
  • Do you know who is ready for more responsibility and promotion?

All of these questions relate to retention and motivation.