Methodology

It is essential that any training intervention results in appropriate knowledge transfer, skills development, as well as increased self-awareness. This can be achieved through a carefully constructed intervention, customised and structured specifically to achieve these objectives.

During the design and customisation process, we identify and verify with the organisation what outcomes are required in terms of skills, knowledge and attitudes, as well as what the end result should look like after the training.  This is done through consultation with the relevant stakeholders. 

Once this has been determined, competence is developed at three levels:

  • Knowledge transfer
  • Building necessary skills and behaviour
  • Applied competence, incorporating the previous two levels but moving competence to a higher level.  During the training programme workplace examples and real issues are brought into the training room and in this way skills such as problem-solving, decision-making and judgement are developed and participants begin to see the connections between what they have learnt and how it can be effectively applied in the workplace.  At this point, skills transfer takes place and self-awareness develops.

When we develop learning material, there is a focus on content i.e. what the target audience must learn or know AS WELL AS the learning process.  The latter refers to how the participant learns, as opposed to what the trainer is doing, or what the manual looks like.  The role of the developer is to ensure that the correctly identified knowledge and skills are developed through an appropriate methodology i.e. the most effective and appropriate “thinking” processes, given the content to be learned. 

During this process, organisational or “change” issues that prevent people from operating differently, e.g. getting people to make a transition from an “old” to a “new” way of thinking, are openly addressed and worked through.

In essence, we develop our learning solutions with the following principles in mind:

  • Simple (but not simplistic)
  • Minimal (not over-engineering the process), and
  • Systemic (seeing the whole, in addition to the parts)

Our programmes employ powerful adult learning methodologies to promote learning and performance change.  These include:

  • Training for Learning (TFL) – This is an experiential approach to learning, which is based on guided discovery and sound adult learning principles which make real learning happen. Examples of methodologies employed during a TFL-based face-to-face workshop include:
    • group work and presentation;
    • brainstorming and other methods for idea generation;
    • conceptual evaluation;
    • scenario analysis;
    • case studies;
    • quizzes, card exercises, etc.
    • role-plays;
    • DVDs (where available and relevant).

Such methodologies encourage participation and active learning throughout the learning process. During face-to-face workshops minimal use is made of PowerPoint and other audio-visual material that does not actively involve the learner in the “discovery” process. 

  • Fast Trial Learning - bringing in “live data” and learners’ own experiences from outside and using the “here and now” to ensure direct application of learning.
  • Multiple Levels of Learning – learners are often learning at three different levels, (i) content/knowledge learning, (ii) skills development and (iii) self-insight.
  • Theoretical basis – theoretical models (where relevant) are used to assist with building understanding.

As trainers and learning material designers, our credibility and reputation depend on the ability to produce relevant learning from training.  Without a level of guaranteed learning there can be no payoff in the workplace, and the investment ends up as a waste of time and money. To achieve this requires a solid understanding of practical design techniques that can be used when formally developing programmes, and this is what we offer.

Contact us for more information on how we could meet your organisation’s learning and development needs by developing a bespoke course for your organisation.