Why licensing?

Based on a wide use in hundreds of training programs we can say that different assessment, feedback instruments and auditions are a vital part of an effective training program. They are not to used for their sake, but rather, used properly with right focus they make the quality program.

Developing tools, techniques and instruments for consulting and training is expensive and time-consuming because they need to be valid, research-based, reliable and user-friendly.

That is why licensing the instrument is a practical and useful way to enhance training and consulting. Licensing is mostly used by consultants and large organizations. Using new and tested instruments on a license basis is very beneficial because this way the organization can use right instruments without heavy investments for research and development.

In large organizations licensing is a very cost-effective way to train large numbers of employees in a short period of time. This is of great importance, because when introducing a new framework into the organization, it is essential that it is implemented widely in the organization so that all key employees familiarize with it. Because all the materials are available also in English, they can be applied in global organizations. In all licensing cases the proper use is guaranteed with effective trainer development.

Focused training using eLearning via the internet

If the need and focus of training is in interpersonal interaction and communication, team development, or leadership, the most powerful and cost-effective way is to use our program in the internet utilizing the Learning & Innovation profile and Strategic learning Cycle framework. Different applications are available for business, public sector, education, health care and social work. Please read more about this possibility in section   internet training.

Tools and technologies for licensing

Following instruments, frameworks, tools and technologies are available on a license base.

Strategic Learning Cycle
Learning & Innovation
Developing holistic thinking

Focus: 1) Self-awareness – analyses of one’s own decision style, personal visionary thinking 2) Developing communication and team work. 3) Top management team development 4) ITraining for innovativeness, individualized learning.

Implementation and profile: Is based on a self-assessment using questionnaire available also electronically. The personal profile con sists of 9 pages with three different sections and complete interpretations. Includes a comparision either to mean of own organization or mean of the industry.

Additional materials and connections: A complete work-shop material with overheads and trainer’s guide. Connection to team and organizational development, organizational change and learning.

Team development, teams in change,
team dynamics, interpersonal relationships

Focus: 1) Developing interpersonal relations – understanding individual diversity. 2) Solving personal level problems in the workplace – understanding differences. 3) Team development. 4) Top management team development

Implementation and profile Is based on the Learning & Innovation individual profiles now processed in team profile. Data collection either using paper and pencil or electronically.

Additional materials and connections: A complete work-shop material with overheads and trainer’s guide Connections to team’s and organization’s strategic learning and leadership of learning

The Leader

Focus: Leadership training both for middle and top management.

Implementation and profile: The Leader- profile is based on the evaluation of the leadership style by others – a complete 360- feedback instrument

The profile is a six-page report assessing 30 most important dimensions of leadership behavior.

Additional materials and connections: Separate complete work-book to help and follow-up own leadership development.. Emphasizes visionary leadership, continuous development and learning, values, ethics and feedback skills. Is based on the foundation of Strategic Learning Cycle.

Profile of internal quality

Focus: Developing the workplace at all levels. Locates 12 of the most critical elements at work. A very effective instrument for organizations whose technical quality is high and who want to raise the quality of human action to the same level.

Implementation and profile: All members of the team or organization answer a questionnaire; the profile of internal quality is processed, and it is analyzed in a seminar. Developmental goals for the next 6-8 moths is set and the assessment is repeated then.

Theoretical bases and connections: Is based on the six-sigma ideology but now applied to the ”soft” side of the organization.

Profile of the ethical climate of the organization;
Analyses of values and building of the ethical code

Focus: Developed especially to help the value and ethics discussions in the organization. This is possibly the single instrument that goes deepest to the core and sole of the organization. Using and utilizing this instrument presupposes at least a moderate level of development in the organization. Describes the ethical climate of the organization with nine different dimensions. Includes a complete work-book.

Implementation and profile: All members of the team or organization answer a questionnaire; the profile of ethical climate is processed. It describes the situation in 15 dimensions of ethical climate. In a seminar all the dimensions are analyzed and goals for development are set.

Theoretical bases and connections: Based on the international research on ethics in the workplace. Material includes a work book that can be used in order to define goals for development.

Learning Audit™
Organizational Learning;
Implementing strategic change
Organizational vitality

Focus: Analyses of the state of learning and strategic development of the organization. Locates the main elements that need to be developed.

Implementation and profile: The program can be done by either on a live working seminar with a work-book or a questionnaire In both cases the organizational Learning Audit™- profile is processed. In a seminar all the results anre analyzed and goals for development are set.

Theoretical bases and connections: Framework is based on the concept of organizational learning and the research finding by PhD Jukka Alava in his dissertation in The University of Kentucky. Is based on the application of Strategic Learning Cycle to organizational learning.

The materials include complete work-books, seminar material and trainers guidelines.


The cost for licensing is based on amount of user and the application used. We are happy to provide more information and are willing to make a proposal for your needs. Please contact us for more information at: info@didactica.fi