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