Our Approach

mobiliser’s Breakthrough Training Model (MBT)

How does mobiliser ensure the Achieving of Business Results through People Development?

mobiliser develops the mobiliser’s breakthrough training model (MBT) to ensure the achieving of business performance through people development.

3 Key Guiding Principles >> 4 steps of Practical Instructional Design >>> Developing People >>> Achieving Business Performance

3 Key Guiding Principles


The MBT model starts with 3 key guiding principles:

    1. Result based

  • Company’s vision, mission and objectives
  • Key performance indicators of the positions
    2. Job associated

  • Company’s vision, mission and objectives
  • Key performance indicators of the positions
    3. Best practices applied

  • Company
  • Industries
  • Institutions

4 steps of Instruction Design


The 4 steps of practical instructional designcalled mobiliser’s DIFP process is developed to ensure the immediate results and long-term outcomes for clients.

    1. Designing

  • Diagnose Expectations
  • Design Programs
    2. Implementing

  • Select participants
  • Clarify expectations
  • Create Buy-in
  • Provide tools
    3. Fine Tuning

  • Practice
  • Apply
  • Assess
    4. Performing

  • Habitualize

Developing People


From people development perspective, the following 11 elements ensure learning journey is in place for participants:

  1. Select participants carefully
  2. Clarify expectations from organization and participants
  3. Create buy in from departments and individuals
  4. Provide simplified theories & models/tools
  5. Link to daily job responsibilities and organizational development goals
  6. Share and learn from others
  7. Apply immediately at work
  8. Practice and practice
  9. Create environment for applying at work
  10. Promote/Praise good efforts/behaviors
  11. Assess and leverage up

Achieving Business Results


From business performance perspective, the following 6 characteristics ensure the transforming of people development to business performance:

    1. Diagnosing

  • Job description
  • Job position competencies requirements
  • Expected new behaviors
  • Expected timeline
    2. Designing

  • Outlines
  • Detail programs, tools, cases
  • Documents
    3. Implementing

  • Adult Training
  • Trainers/Facilitators/Leaners involvement
    4. Monitoring

  • Practicing
  • Creating environment for applying at work
  • Involvement of management
    5. Assessing

  • Behaviors at work
  • Outcomes
  • Areas for improvements
    6. Leveraging

  • Leveraging up the training to the individual and organization
  • Rolling-out:Making the training repeated and continuously contributed to organization’s result

He would hold up cards and ask people what the drawings look like, paper writing service and the idea behind the test is that people will project their feelings onto ambiguous stimuli.