Training and Capability Building
Qualification is an investment in tomorrow
Our training courses, learning journeys, and qualification programs combine insights from our consulting and transformation work with established and proprietary methods and frameworks. This allows us to bridge theory and practice and address the issues that leaders and teams face in their daily work. Learn how we design training and qualification programs.
Depending on the objective, we create a compact training course, a multi-stage learning journey, or a comprehensive qualification program. Consulting, coaching, and facilitation complement the learning process where they are beneficial for knowledge transfer and practical application.
Why qualification must be linked to specific tasks
Training imparts knowledge and stimulates learning. New competence emerges when participants can apply what they have learned to their roles, decisions, and current tasks.
The organization also influences learning success. Decision-making processes, responsibilities, and existing work methods determine which new actions are possible in everyday practice. Therefore, we connect learning content with real-world situations and consider the organizational context from the outset of the design. Existing cidpartners programs combine theoretical foundations with practical application, reflection, and transfer.
- Learning through concrete situations: Participants work on questions and cases from their own area of responsibility.
- Incorporating diverse perspectives: Experiences from the group broaden professional understanding and highlight conflicting objectives.
- Preparing for early transfer: Practical exercises, reflection cycles, and follow-ups connect the training to daily work.
What distinguishes our training and qualification programs
From practice
developed
Our training courses address questions that arise in strategy, change, transformation, and leadership projects. Participants work with real-world situations, proven models, and concrete decision-making scenarios.
Designed to fit the context
Target group, learning objectives, prior experience, and organizational conditions determine content and learning architecture. For larger programs, we develop the concept together with those responsible and use pilot groups to further develop content and formats.
Application-oriented
Want to know how a suitable learning format is created from this? Find out how cidpartners designs training and qualification programs.
What you can achieve through training and qualification
Create a common foundation
The participants use key terms, models, and procedures more consistently. This facilitates coordination and provides guidance for further collaboration.
Use methods more safely
Participants apply new approaches to specific situations and examine under which conditions they work.
Clarify roles and responsibilities
Managers, teams, change managers and internal multipliers better understand their contribution and their scope for action.
Strengthening judgment
Participants incorporate different perspectives, conflicting goals, and organizational conditions into their decisions.
Building internal expertise
Knowledge and experience remain available within the organization and can be passed on to other teams, departments, or target groups.
Prepare transfer
Case studies, learning loops, peer groups, coaching, and follow-up support application during and after the training.
Which skills, methods, and structures will help you achieve your goals? Let’s discuss your needs in a no-obligation consultation.
Who our training and qualification programs are suitable for
Our services are aimed at individuals who wish to develop professional, methodological, or personal skills in connection with a specific organizational task. This
- includes
- managers and leadership teams
- HR, People & Culture, and Learning & Development professionals,
- organizational and personnel development specialists
- change and transformation managers,
- strategy and OKR managers,
- project and program managers
- agile coaches and internal consultants,
- trainers, facilitators, and multipliers, as well as
- teams with a shared development goal.
Find the right training and qualification offer
Training design
Effective training design begins with the desired outcome for participants. Specific application scenarios, existing knowledge, and organizational conditions then determine content, methods, learning architecture, and knowledge transfer.
cidpartners designs both compact training courses and multi-stage qualification programs. For extensive projects, we develop the format collaboratively with those responsible and test the concept through pilot groups and evaluations.
Learning Journey
A Learning Journey combines visits to different organizations with professional exchange and facilitated reflection. Leadership teams, project groups, and managers gain insights into real-world working methods, examine their own assumptions, and apply these observations to their own situations.
The existing format comprises three practical stations in one day and is suitable for groups of up to 15 participants. Thematic focuses can include, among others, change management, new work, digital transformation, or agile methodologies.
OKR training
Our OKR training courses are designed for teams, managers, OKR coaches, agile coaches, and program leads. The courses cover the fundamentals of the OKR methodology and delve deeper into roles, facilitation, and the design of the OKR cycle.
Offerings include a blended learning masterclass, OKR team facilitator certification, OKR coach training, and a digital introductory course.
Change Management Qualifications
Our change management training programs support individuals who understand, actively participate in, or professionally guide change processes.
Change Basics establishes a common foundation for employees, managers, project leaders, and future change agents. Change Advanced deepens methodological expertise, process design, and personal effectiveness for experienced change managers.
Agile Leadership Training
Agile Leadership Training helps leaders combine shared alignment with independent action.
It is based on the Align-Empower model by cidpartners. Participants apply the model to specific leadership situations and develop action options for goals, roles, decisions, and collaboration.
Leadership Development
The “3×2” Leadership Framework structures leadership according to the tasks of managing, engaging, and developing, as well as the perspectives of challenging and supporting. This results in six leadership practices.
The qualification programs use the framework as a common roadmap for managers and leadership teams. Individual training modules can be combined into a multi-stage program, depending on development needs.
AI SKILLS FOR EMPLOYEES
The AI fitness training supports you in practically testing AI and integrating it more effectively into your leadership work. The focus is on concrete applications, relevant use cases, and questions of responsibility and governance.
Over two training days, you will gain your own practical experience and develop a 90-day plan for transferring it into your everyday leadership practice.
AI Fitness Training for Leaders
The AI skills training courses support you in systematically building relevant AI competencies within your team. Four compact modules teach the fundamentals of generative AI, prompting, critically reviewing AI results, and creating your own assistants and workflows.
You can combine the training courses individually or as a learning path. Participants work practically on concrete tasks and directly apply what they have learned to their daily work.
Talk to us about the appropriate qualification format.
Whether it’s a compact training course, a multi-stage program or a learning journey: Let’s clarify in a non-binding conversation which offer suits your needs, the roles involved and the desired transfer.
How learning and development work together at cidpartners
Development needs cannot always be addressed with a single training session. New skills often need to be linked to decisions, roles, collaboration, and organizational changes.
Therefore, depending on the specific requirements, we combine training and qualification with consulting, coaching, facilitation, and supported transfer phases. The individual elements fulfill different tasks but follow a common development logic.
Training and qualification
Training courses establish a professional foundation, enable application, and expand the participants’ repertoire of actions. They are suitable when several people need to develop specific competence for a common task.
Advice
Consulting provides support with questions concerning the structures, roles, decision-making processes, or architecture of a change initiative. It creates the conditions for new competencies to become effective in everyday organizational life.
Coaching
Coaching provides a space for individual leadership, role, and transfer situations. Participants reflect on personal patterns, concrete decisions, and their impact on others.
Facilitation and Transfer
Moderated work phases, peer groups, practical tasks and follow-ups help to transfer insights to current projects and to jointly evaluate experiences.
Reviews
cidpartners hat für uns ein modernes Führungskräfteentwicklungsprogramm gestaltet. Die Resonanz auf den gemeinsamen Entwicklungsprozess und das Programm sind ausgezeichnet. Was mir besonders gefällt, ist die Haltung: die Begleiter von cidpartners leben glaubwürdig das vor, was sie uns an aktuellen Ansätzen rund um Führung und Selbstorganisation vermitteln.
Die Entwicklung einer Performance Culture ist ein Meilenstein für LANXESS und Ausdruck des Veränderungswillens von Management und Mitarbeitern weltweit in der Neuausrichtung unseres Konzerns. cidpartners hat uns während der gesamten Phase der Entwicklung durch wertvolle inhaltliche Impulse und Denkanstöße begleitet. Kreative, hochprofessionelle Moderations- und Visualisierungstechniken anstelle PowerPoint und viele interaktive Elemente führten in den Projektmeetings zu greifbaren, schnell umsetzbaren Ergebnissen. Großes LIKE
Mit cidpartners haben wir bei einem großen, mehrjährigen IT-Change-Projekt einen hervorragenden Strategen und Umsetzer im Bereich Change-Kommunikation gehabt. Die immer sehr partnerschaftliche Zusammenarbeit entspricht meiner Vorstellung: fokussiert, transparent und zuverlässig.
Frequently Asked Questions
How does cidpartners decide which learning format best suits our needs?
cidpartners selects the learning format based on the target group, their responsibilities, and the desired learning objectives. At the outset, we clarify who will be participating in the training, what tasks and roles the participants have, and what they should subsequently understand, decide, or apply differently.
This determines whether a compact training course, a modular qualification program, a multi-stage learning journey, or a combination of training, consulting, and coaching is most suitable.
How closely does cidpartners tailor training to our organization?
cidpartners tailors training and qualification programs to the specific target group, existing prior knowledge, current projects, and organizational framework.
For larger programs, pilot groups, interim evaluations, and a joint design team can help to gradually develop content and learning formats and align them with the organization.
Can participants with varying levels of prior knowledge learn together?
Yes. Participants with varying levels of prior knowledge can learn together if the learning architecture takes their different experience levels into account.
Digital preparation phases, shared foundations, differentiated practical tasks, and peer learning support collaborative learning. If participants have significantly different roles, some modules can be conducted separately, while others are intentionally carried out together.
What role do concrete cases from our daily work play?
Concrete case studies connect theoretical content with its actual application in everyday work. Participants test models, methods, and procedures directly against their own tasks and challenges.
This makes it clear early on under which conditions the application works and which organizational factors support or hinder the transfer.
How does cidpartners support the transfer of knowledge after training?
cidpartners considers knowledge transfer right from the design stage of a training or qualification program. Application in everyday work is not addressed only after the qualification has been completed.
Depending on the program, participants work with practical exercises, buddy groups, peer feedback, coaching, transfer sessions, or individual project plans. The Change Basics and Change Advanced programs, for example, combine digital learning phases, case studies, and buddy groups between the in-person modules.
What responsibility do managers have for learning success?
Managers create essential conditions for learning success and the transfer of knowledge into daily work. These include providing guidance, sufficient time, and concrete opportunities for applying what has been learned.
Managers should clarify which changes the training is intended to support and how experiences will subsequently be evaluated within the team or department. Without this connection, the transfer of knowledge often depends on the initiative of individual participants.
Suitable programs:
How does cidpartners handle sensitive organizational issues?
At the outset, cidpartners clarifies how confidential information, personal experiences, and internal organizational issues will be handled. The trainers create a clear and reliable framework for reflection, exchange, and collaborative learning.
If conflicts or structural challenges become apparent, we jointly assess whether training alone is sufficient or whether supplementary consulting or individual coaching would be beneficial.
How can the impact of a training program be evaluated?
The impact of a training program can be assessed on several levels. These include participant feedback, observable changes in behavior, application in daily work, and the effect on collaboration or ongoing projects.
For larger programs, pilot projects, interim evaluations, and regular reviews help to assess the impact and to further develop the program in a targeted manner.
Can content be adapted during an ongoing program?
Yes. Content and learning formats can be adapted during an ongoing training program. New requirements, practical experience, and participant feedback can be incorporated into the further development.
This requires a joint decision regarding which learning objectives will remain constant and where adjustments are professionally and organizationally appropriate.
Does cidpartners offer in-person, digital, and hybrid learning formats?
Yes. cidpartners offers in-person training, digital, and hybrid learning formats. Depending on the objective, cidpartners combines in-person events, virtual group sessions, e-learning, coaching, and accompanying transfer phases.
cidpartners’ OKR offerings also include digital, hybrid, and open learning formats.
When should training be combined with consulting or coaching?
A combination of training, consulting, and coaching is beneficial when the application of learned skills is hampered by unclear roles, conflicting decision-making processes, conflicts, or a lack of structural prerequisites.
Training develops the necessary competencies. Consulting addresses the organizational framework. Coaching supports individuals in specific role-related, leadership, and decision-making situations.