Impact measurement criteria

Our goal is to create initiatives that are fully in line with your culture, business strategies, HR processes, competency model and more depending on your specific need. This may include understanding any other learning initiatives you have carried out, and any third party tools or concepts you wish to continue to use, to ensure that we leverage anything done in the past and avoid duplication.

The approach involves deep diagnostics with key stakeholders, the participating managers and their responsible executive leadership group as well as human resources staff and prospective participants’ staff, from the very start. It translates overall business and leadership drivers directly into programme process and focus.

Through this approach we gain insight into your business strategy and challenges, allowing us to focus future efforts where they provide the greatest return on investment.

Mannaz people are known for their sharp intellect and diplomacy skills – a combination that brings out the real challenges in the organisation without confrontation and negativity. Based on these challenges they apply their considerable design capabilities to the task of designing the best possible learning and development solution, for immediate and measurable impact.

We have offices in Copenhagen, London and Hong Kong, strategic partnerships in China and the USA as well as more than 375 senior associates in 40 countries. This allows us to offer solutions globally, matching your human resources needs both in terms of geography and languages. Our global partnerships throughout the world and a global network of subject matter experts, facilitators, coaches, learning architects, business school professors, ex-industry experts and non-traditional educators allows us to deliver using the best people for our client needs whilst meeting price-point, expertise, geographical location and cultural fit.

For years we have honed our systems and structures in order to reach the highest level of client service in terms of speed, flexibility and reliability. We rigorously apply annual client satisfaction surveys as a basis for improving our services, and we measure employee satisfaction to help us in our aim for the highest commitment and engagement.

The approach and the spirit of Mannaz have been internationally recognised through various prizes, including the EFQM European Quality Award for Business Excellence and Best Place to Work in Denmark. Moreover, systems and structures have been ISO-certified over the past 20 years to underscore our commitment to hassle-free proactive service for our clients based on solid client-focused processes.

In a nutshell:

• Global reach to match your needs
• Scandinavian style creating trust and challenge
• Internationally awarded for excellence

• Real life and real time: The starting point for individual’s learning is their own current reality, needs and challenges. We believe this starting point provides the highest relevance for the learner and therefore the learner will experience the highest motivation to apply the learning in real life.
• Taking action: When learners are responsible for taking action, learning becomes a commitment. We believe that “learning by doing” is the most effective way of learning. This means that the learner takes action prior to, during and after learning interventions to create the highest level of commitment and impact during the entire learning process and not just during the intervention.
• Challenging: We believe that by being challenged on basic assumptions and by stretching the boundaries of their comfort zone individuals become more attentive to the learning process. That leads to higher sustained learning.
• Reflecting: We believe that only when learning is reflected upon properly will the learner realize the full potential of the learning outcome. Reflection helps the learner to understand the underlying premises and complexity. We use theory and best practices as the foundation for guided reflections.
• Variation: We believe that learning processes are most effective when varied and dynamic. Learning should be fun and energizing. When learning methods are varied it allows us to meet the needs of different learning styles and to ensure that learning does not get dull.
• Equal dialogue: We believe that an equal dialogue is the best foundation for an effective exchange of insights. By equal dialogue we mean that both the learner and the facilitator are into the learning process on an equal footing based on mutual respect. Both contribute to the learning process.

Mannaz Design for Impact Principles

When we design development processes we aim at achieving the highest sustainable impact on both the learners’ and the organisations’ immediate and long term performance by applying the following principles and beliefs:

• Fully customised: We believe all individuals and organisations are unique and thus learning initiatives need to be customised to be the most effective.
• Co-designed: We believe individuals and organisations know best their needs, challenges and aspirations which is why we co-design effective learning processes in a partnership.
• Just-in-time learning: We design learning processes to address real life and real time needs of both individuals and their organisations.
• 3-phase process: We design learning processes for achieving highest impact by thoroughly considering three equally important phases: The preparation phase, the intervention phase and the follow up phase.
• 70/20/10: We believe that high impact learning initiates should apply the principle that 70% of learning takes place on the job, 20% in a facilitated setting, and 10% is about acquiring new theory.
• Stakeholder anchored: We believe that getting full buy-in from the learners and from their influential stakeholders, e.g. their boss and their team, is required in order to achieve the highest impact.
• Stakeholder involvement: We believe that learning should take place within the learners’ holistic environment, including all of their influential stakeholder in order to achieve the highest impact.
• Strategy driven: At the strategic level we believe that learning should be in full harmony and in full support of strategic business drivers in order to achieve the highest impact.
• Top anchored: At the strategic level we believe that learning should be fully endorsed by those responsible for the strategy in order to achieve the highest impact.
• Operations anchored: At the operational level we believe learning should be in harmony with, and fully supported by, current business processes in order to achieve the highest impact.

Mannaz Ethical Learning Principles

When we take responsibility for learning processes we behave according to the following:

• Equal partners: We respect the learner as an equal partner in the learning process.
• Free choice: We respect individuals for having their free choice to participate in a learning process.
• Validated theory: We base learning on validated and documented theory.
• Positive intentions: We encourage learning based on the best positive intentions for individuals and their organisation.
• Trust, openness and honesty: We base learning on the highest levels of trust, openness and honesty
• Full confidentiality: We respect full confidentiality at all levels at all times.
• Holistic approach: We take a holistic approach to learning. We consider the full context of any individual when in a learning process

Our approach has grown from our deeply rooted values. In Mannaz we are:

Value adding – Our solutions have real impact!
Innovative – We challenge the existing and find new ways
Reliable – We deliver high quality every time
Insightful – We listen to others and understand their situation
Committed – Our solutions create energy and job satisfaction

For more than 30 years, Mannaz has been a frontrunner in executive learning, leadership development and project management. What we have learned over these three decades defines who we are and how we work.

We know that we need to base everything we offer on improving performance immediately in line with the strategic goals of our client’s business. We know that results have to come quickly. We know that real life-real time based learning creates immediate results. We know we have to be, where our clients need us, when they need us. We know the only way to lasting impact is through engaging both learners and their colleagues and managers.