Our creativity is supported by our rigorous 5-step process:
Step 1: Understand
4Forward is how we think. We dive in to understand the needs of your organization and goals of the project. We will work with you, your leaders, managers and staff, applying the 4Forward method to deeply understand what’s needed through interviews, surveys, research and focus groups, then documenting our findings and recommendations in a report with a plan for next steps.
Step 2: Design
Deep understanding sets us up for on-point, effective instructional design, complete with checks and review points for you. We identify a range of deep and provocative courses that will get to the core of your important issues and close your prioritized performance gaps.
Step 3: Develop
After you approve the design, we begin developing and assembling the course content and materials. We’ll work with your team to refine these through our regular conversations with you. We immerse ourselves in the views and aspirations – as well as limiting thoughts – of current and emerging leaders. Understanding their perspectives will ensure that we create materials that will achieve the desired results.
Step 4: Deliver
Once we have final approval on learning material it’s time to roll out the course to your learners—an exciting milestone for all involved! We gather feedback and make course corrections along the way. If we provide facilitation and coaching services we get to know your leaders and managers, tweaking delivery with an eye on performance.
Step 5: Evaluate
At specific checkpoints—usually at 6- and 12-months—we gather data in order to analyze the program’s effectiveness. Not only does this speak to your ROI, it identifies what elements of the program could be improved. We then modify the curriculum, materials and delivery to sustain and improve the program’s effectiveness.
I am very pleased with 4Forward’s work. They were exceptionally collaborative, flexible, and client-focused. They developed over 250 behaviour based interview questions and over 550 indicators linked to specific competencies. The development of a database to store position and competency based information will greatly improve our recruiting process and eventually other applications within HR. They went to great lengths to customize their products and services to our needs, and seemed driven to fully understand our business needs and environment."
— Rebecca Macaulay
Saskatchewan Institute of Applied Science and Technology (SIAST)
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