Why Anvil?

WHAT WE DO-

We ensure that you have the right development plans to align your team with your culture and goals. Generic processes don't work! Each individual and organization are unique and require depth of understanding to maximize the training value and minimize the time spent learning.

WHY WE DO IT- 

Nobody likes sitting through irrelevant training or training that takes forever. We've all been through training events that feel like a day's worth of work spread over a week, or worse, a week's worth of work spread over months. You should be able to learn what you need to know, in a practical way, so you can use it immediately.

IMPACT-

When you train on only the skills you need, in an experiential way, you are immediately able to see their value and put them to work. And, when you work for an organization that pours into your development, you feel more valued and are more productive. Best yet, happy, productive employees elevate organizations and turn into talent magnets.

FOCUS AREAS-

• SELECTION - Ensuring you know what type of individual you need and how they fit into your team is one of the most crucial decisions you can make. You can have the best training process in the world, but if you are expecting someone to do something they can't do, or don't enjoy doing, you will never get excellent work. 

• GROWTH - Each organization, position, and individual have unique developmental needs to reach peak potential. By understanding the strengths and weaknesses, you can laser focus training for immediate results. You don't want to waste time or frustrate people with poor development plans. 

• RETENTION - I'm sure you've heard it said that retention is the #1 sign of a healthy organization, and it's true. However, retention doesn't mean that you keep everyone, it means that you keep the right people, in the right positions, so your organization grows and thrives. Sometimes people need to go for other opportunities that best fit them outside of your organization, other times they might not be able to adapt to the changing market, or in some cases, they need to go because they weren't the right fit to begin with and have become toxic. No matter the reason, understanding your culture, properly designing your structure and development plans, and providing consistent feedback will ensure you keep the right people for the right reasons.