People & Leadership Development Programs

Objective: We analyze the development objectives of the individuals and what changes in behavior are expected. We then design various development ACTIONS called learning "vehicles". We meet the development demands of various levels of the organization (Individual Contributors, Emerging Leaders and Experienced Leaders).

We believe that learning should be designed taking into account the specificity of each audience in relation to the "gaps" observed in fulfilling the role.

To this end, we don't believe that learning should be painful. We want to offer your employees a pleasant, didactic experience, with active learning that is contextualized to the company's challenges

We believe that, instead of focusing on training and development actions, we must first understand what the desired behaviors are (MISSION), and how they will be measured (IMPACT), not only with KPIs, but also with ways of constantly measuring behavioral change (BCP's - Behavior Change Percentage).

With this definition, the OD/HR (Organizational Development) area helps us design development ACTIONS (I call them "vehicles"), which can be: training, projects, rotations, mentoring, coaching, moments in results meetings, actions in routine meetings, e-learning, games, etc.

In other words, our focus is not only on solutions, technologies and so on, but on specific development objectives and the expected behavioral change. In addition, the OD area starts to think outside the box, because everything doesn't necessarily have to be "solved" with courses - but rather with actions in which people participate and, above all, observe the expected behaviors.

Seta develops the learning paths, develops the training and monitors the projects developed by the participants, helping to evaluate them, identify performance gaps and develop personal improvement plans.

Where we have worked:
Plaenge, MRS Logística, GE, Energisa, Suzano, Vale, Grupo Elfa, Ingredion, Chubb, Dafiti, Nadir Figueiredo, RB Capital, among others.