Process Design Training
Changing our thinking, changes our behavior, changes process outcomes.
Discover Our Training Programs
Thought-Evolution offers three training courses designed to support strategic business transformation. These courses focus on effective planning, process map design, improvement prioritization, workflow and information optimization, performance management development, and enhancing process design skills.
Process Design - Team Training
Process Design - Individual Training
Cultural Change Management
Process Design - Team Training
To face today’s complex challenges, organizations need to incorporate a wide range of styles, skills, and perspectives. Cross-functional teams are a means to manage social collaboration, communication and concept creation.
Cross-functional teams are established to:
- Design and develop new products
- Design and institutionalize processes
- Chose and implement new technologies throughout organization
Building Effective Process Design Teams
A Process Design team is cross-functional team created from various functional areas within the organization such as research, engineering, marketing, finance, human resources, IT and external resources such as suppliers and consultants, who are all focused on business objectives and goals and how to fulfill these successfully.
They are responsible for working as a team to improve coordination, communication and innovation across divisions and resolve mutual problems.
Process Design Teams Are Characterized By:
Customer focus – help focus the organization’s resources satisfying customer’s needs
Creativity – help increase the creative capacity of the organization by bringing together people with different backgrounds, orientations, cultural values and styles.
Single Point of Contact – Members of cross-functional teams promote more effective teamwork by acting as a single source of information and decision-making regarding projects and customers
Speed – accomplish tasks quickly because they utilize parallel development rather serial development
Complexity – improving organization’s capacity to solve complex problems
Organizational Learning – team members learn more about other disciplines and tend to develop new technical and job skills more readily because they work across job functions. They also learn how to work with people with different backgrounds and styles
Process Design - Individual Training
“Process Thinking” is The future way of total quality management resulting in increased profits, improved customer services, better product development, greater job satisfaction, and increased overall performance efficiency.
Our Process Design course develops an understanding of the underlying principles of Process and demonstrate how to integrate IT, business applications and software, ITIL, Enterprise Resource Planning (ERP) solutions such as SAP etc., and align these with business strategy and objectives.
What Attendees Will Learn:
- How to think in process terms and improve customer service
- How to define and eliminate “waste” in processes
- How to link technology to processes
- How to align human resource management to processes
- How to link processes to business objectives
Using MS Visio, our process design courses are introducing participants and all levels of an organization to tools such as Business Process Modeling Notation (BPMN), and various mapping techniques to diminish errors, inconsistencies, inefficiencies and eliminate process waste to improve services or product quality, time, cost, and to streamline processes to improve business performance.
Cultural Change Management
To face today’s complex challenges, organizations need to incorporate a wide range of styles, skills, and perspectives. Cross-functional teams are a means to manage social collaboration, communication and concept creation.
Understanding Workforce Capability
Workforce capability refers to the knowledge, skills, and process expertise available within an organization to carry out its business activities. To operate effectively, every employee should understand the organization’s overall strategy, and more importantly, how their individual role contributes to that strategy.
The Impact of the Work Environment
A Process Design team is cross-functional team created from various functional areas within the organization such as research, engineering, marketing, finance, human resources, IT and external resources such as suppliers and consultants, who are all focused on business objectives and goals and how to fulfill these successfully.
They are responsible for working as a team to improve coordination, communication and innovation across divisions and resolve mutual problems.
Role Clarity and Communication
When employees lack clarity about their responsibilities or expectations, or don’t receive sufficient communication or feedback, confusion, stress, and helplessness can result.
Stress is further amplified when individuals are forced into roles they don’t want, especially when these roles conflict with their personal goals, family values, or sense of identity.
Misaligned Promotions and Responsibility
Promoting someone into a management position may seem like a reward, but not all employees aspire to be leaders. Some may prefer to deepen their expertise rather than take on supervisory roles. Failing to recognize this can lead to disengagement and unnecessary stress.
Fostering Positive Workplace Relationships
Strong relationships with colleagues are vital to a healthy work environment. Open, respectful communication creates space for trust, collaboration, and mutual support. Encouraging discussion and transparency is essential for cultivating a positive and resilient culture.
Valuing and Retaining Talent
Talent thrives when it feels valued. Leadership plays a critical role in this by offering:
Fair compensation
Opportunities for growth
Autonomy in decision-making
Regular recognition and appreciation
Talented people attract other talented people—and they tend to stay when they feel supported.
Managing Stress During Change
Significant changes like business process reengineering can disrupt routines and trigger anxiety. The more drastic the shift, the more stress and resistance to change may surface.
Understanding what causes stress and how individuals react to it is key to helping people adapt. The goal isn’t to eliminate stress completely, but to find a healthy balance and provide support where needed.
Reducing Resistance Through Engagement
To reduce resistance during transformation efforts, organizations must actively involve employees in decision-making. Seeking their input on performance improvements and workplace conditions leads to more successful outcomes and greater buy-in.
Support Through Change: A Leadership Responsibility
It is in the organization’s best interest to coach and guide employees through change. This includes helping them manage stress, adapt to new roles or systems, and find confidence in shifting circumstances.
Why Focus on People?
Because people make the difference.
Personal attributes and effective human resource strategies represent the single largest opportunity for boosting productivity and service quality. Ultimately, it is people who determine how much effort is put into building a product, or executing a process successfully.