We partnered with Dixons Carphone to support their graduate on-boarding & development programme. Fresh out of university, the goal was simple. Provide their talent with a range of psychological skills & strategies to ensure their new recruits where best equipped to hit the ground running as they kick start their careers.
Traditional graduate on-boarding programmes combine psychometrics, workshops & E-learning modules but evidence of measurable performance improvements remain to be seen. We wanted to take a different approach. We combined psychometrics, workshops & monthly coaching to support the graduates L&D.
- Psychological flexibility
- Stress management
- Communication skills
- Handling difficult conversations
- Growth mindset
- Performing under pressure
- Emotional intelligence
- Courageous conversations
- Monthly surveys scoring coaching sessions at 8.5/10 & above
- 360 feedback
- Workshop delivery scores of 8.5/10 & above
The framework we used to underpin the workshop design was:
- What the skill is
- How it impacts your performance
- Tangible strategies to action
Despite a long history of psychological ‘typing’ & its application, recent research & the rapidly changing nature of the workplace means that simply understanding psychological preferences is no longer enough. People change when they are under pressure. Modern personality theory shows that people change across contexts, & with volitional effort - it’s important to recognise & understand this shift. To thrive in the modern workplace, it’s important to be able to flex one's behavioural style & cope in a variety of ways, depending upon the mindset that is needed. Helping the graduates better understand their natural preferences, will help them broaden their self-awareness of their personality, so that they can more flexibly find solutions to thrive at work. The graphic below is an overview example of the psychometric output. Each variable has its own unique page with analysis & recommendations.
Application of skills
Our vision was to create a high support environment, not simply refer the grads to digital resources outside of the classroom. Post training workbooks & slide decks are a means of consolidating learning but evidence shows they are not effective in supporting behaviour change. Instead, each graduate was assigned a performance psychologist & personal development plans were created according to each individual's unique requirements. Each grad engaged in a monthly coaching session to work on their weaknesses & have the strategies & skills tailored to their individual needs.
How would you score the learning experience? 9.1/10
How would you score the content? 8.8/10
How tangible will the skills & strategies be in influencing your day-to-day performance? 8.9/10
How would you score the presenter? 9/10