Opening of the new Cegos Asia headquarters in Singapore 

Cegos was named "Partner of the Year"

for his involvement Lingos for strengthening skills in the area of ​​humanitarian aid

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Working hand in hand with the public sector to support government initiatives in the provision of leading professional skills training across many departments.
Cegos UK has rapidly become one of the key private sector supporters of Government & Public Sector training schemes. With a firm commitment to support Government initiatives such as ‘Train to Gain’ and the ‘skills for business’ drives, Cegos is already working with several Local Authorities and Skills Councils, supplying Management development, commercial training, a range of soft skills learning and Human Resources consultancy.

Past and present clients in the UK include; Skillfast, The British Library, The Home Office, The Met Office, Oldham Metropolitan Borough Council, Northamptonshire Police, The Environment Agency, KGH NHS Trust and more.

As the primary endorsement of their credentials in this area Cegos continues to be one of the preferred suppliers for the European Commission in the provision of their management, coaching, change and other training initiatives; delivering the highest quality programmes to 1000’s of employees and representatives per year.

Choose the training vehicle that suits you and your people’s time, budget and preferred approach:

• Open - Over 100 quality Open programmes with a wide selection of dates and locations.
• In Company - Highly customised and relevant interventions for your organisation, from stand-alone live workshops to integrated blended learning programmes.
• International - Tailored to suit local challenges, language needs and audience considerations, designed specifically to drive consistency of best practice across your wider organisation.
• E-learning - A full curriculum of highly interactive ready to use modules across key development areas such as leadership & Management, Personal Effectiveness, Commercial skills...
• Customised eLearning solutions - High resolution, multi-media learning packages to support your blended or standalone learning solution. Ideal for specialist and technical training or bulk training needs.

Cegos UK Managing Director, Francis Marshall, understands the importance to public sector departments and organisations of a proven quality approach: ‘Our commitment is there for all to see. We have continued to retain our ISO 9000-2001 quality award with no non conformances, driven by a no-compromise approach to the integration of structured quality process in everything we do. We are also the only professional skills training organisation to have become accredited training providers by the Institute of IT training.

As a result of their IITT accreditation, a unique and immediate benefit for any client who successfully completes the Cegos delivered CTP Trainer qualification course (equivalent to the IITT’s own TAP qualification) is that they will automatically receive Senior Level Membership of the IITT.

Our Investors in People award and ongoing commitment in this area help align the whole organisation to this goal, as well as enabling us to drive the right personal development activity for each individual in our business.’

Cegos is committed to a quality approach in their operations with all public sector departments and private enterprise. It is a no compromise approach to quality, offering all clients an easier choice when establishing a meaningful relationship with a training organisation.

Training is about Doing As well As Knowing

 

Recently, the spoof news channel, News Biscuit featured a story on a 20-year old girl who had to abandon her attempt to reach the South Pole after becoming cut off from social networking sites for 72 hours.

An e-learning module to discover Burgundy wines!

Come and discover this module made by Cegos studio for the Burgundy wine association. The module has been designed for wine lovers and whoever wishes to know more about the wines produced in this French region. The rich interactive content (video-testimonies, 360° pictures, videos presenting the vineyard, quiz…) ensures you get all you have ever wanted to know about the Burgundy wines.

The e-learning module is available on line in five languages: English, French, Japanese, Korean and Chinese.

11/11/2011  Getting Emotional About Training

I recently met a former colleague of mine who had been responsible for the merging of two business units. How had the merger gone, I asked? How effective had the training been in developing a unified corporate culture, sharing business practices and creating a sense of excitement about the future?
 

His answer was short and to the point: “it doesn’t feel that different” he said.
 

This rather negative answer got me thinking about how important it is to have some kind of emotional element in training today, especially in circumstances such as a merger or acquisition where there is so much at stake and where there is likely to be considerable uncertainty and potential emotion. Surely, training that just ticks the boxes but which fails to tap into those emotions can make the situation even worse?
 

Over the last several weeks, parents from across the country have seen their children start school for the first time – their first formal training environment so to speak. For many children, their sense of wonderment and amazement as they start to learn is something we won’t forget.
 

The same should be the case for training as well. If training is too perfunctory, there’s no united vision and sense of excitement whether it be for new entity, such as a merger, or in the day-to-day job you carry out. That’s why emotion in training is so important.
 

Research shows us that emotion can have an incredibly powerful impact on memory. In the L&D world, emotion has a wonderful capacity to bring training alive and really ensure that, through memory, what is learned in training is then reinforced and practiced in the workplace.
 

Edutainment, for example, is a case in point. Many people’s best learning experiences come when they are engaged in activities they enjoy and care about. While in my view, edutainment may have gone too far in the past in diverting away from learning objectives, the emergence of new types of serious gaming and virtual worlds are ensuring that emotion remains at the forefront of training while ensuring that the eventual training objectives are not diluted.
 

Yet, it’s not just technology developments that are helping to facilitate the use of emotion in training. It’s about the trainer as well and their ability to capture the imagination and expectations of their audiences. Trainers, just as reception primary school teachers, need to be able to get their audiences to like them, empaphise with them, and relate to them on a personal level.
 

Most of us remember our favourite teacher and how they helped guide us through our formative years.  Can we as trainers acquire the same status as well?
 

Commercial skills: Making the rest as good as the best

 

Francis Marshall, MD of Cegos UK, looks at the importance of developing commercial skills
 

• The development of commercial skills needs to feature higher up the business agenda

• Diagnostic mapping is key in defining the strengths and weaknesses of teams

• How to overcome some of the challenges of training sales teams
   

04/11/2011 Don’t Let Unconscious Incompetence Rear Its Head

Reading, listening and watching the daily diet of economic gloom and pessimism coming out of media outlets these days and you might well be forgiven for taking a bunker-type mentality when addressing the management of people within your company.

Part of this bunker-type approach can tend to be a ducking of performance issues – not telling employees the truth about their performance for fear of rocking the boat or because you feel guilty about the pressures you are putting them under in asking them to do more with less.

Fall into this trap, however, and there’s a real danger that the notion of unconscious incompetence may rear its ugly head – a state of being where individuals are lacking particular skills or knowledge but are not aware of this deficit and don’t see the need or relevance of developing new attributes. It’s only through recognising a need to acquire new skills and knowledge that they can move onto the next stage.

The best-selling author and speaker, Marcus Buckingham put it well when he said that “as a manager your noblest, most helpful & most caring task is to tell someone the truth about their performance. It is also the hardest.”

There’s no doubt that it is hard and can occasionally be unpleasant but it is all part of being a manager in good times and in bad.

Economic doom and gloom and a bunker “we’re all in this together” mentality is no excuse for employee performance dropping. Being honest with your employees is also an essential part of looking at the long-term vision of the company and your employees’ future well being.