Learning Strategy and Design
Attain business goals and improve performance by leveraging your people’s ability to generate exceptional outcomes
We focus on outcomes, not processes; on learning, not just teaching. By analyzing the gaps and triggers that cause your performance gaps, we design original learning solutions to help address the human contribution to that gap.
1. Discovery
2. Learning Experience Design
We align the end goal with the learning engagements that will help learners achieve it.
Having mapped exactly the outcome and the way to achieve that, we then go and design the storyboard of the learning engagements.
We design learning engagements to reinforce learning. Spread out across multiple weeks, we keep learners focused, engaged and accountable so they own their learning, change and apply newly acquired knowledge, abilities, mindsets and behaviours. Each client and case are different, so we adapt the technology and methods to match the learning goals, learner personas and overall learning experience design to ensure that learning has a meaningful impact – on learners and on the intended business outcomes.
All the above come together into a cohesive LXD plan, designing the entire learning experience before hand. Knowling the business goals, the training needs and learning goals, and the learner personas we then design the learning experience for each persona and/or role. This includes a high-level visualization of the learning engagements and touch-points from start to end. These may be role specific, personal specific, or outcome driven.
3. Engage Managers
4. Build buy-in
5. Delivery
We deliver the core learning experience, which is usually in the form of an in-person workshop (1-3 days).
6. Learning Reinforcement
We stay with your people for 3-12 months, helping them own and apply the newly acquired knowledge. Our Learning Reinforcement may include:
nudges & microlearning, coaching, refresher sessions, eLearning / virtual courses, self-assessments, commitment tracking, peer learning & accountability teams
7. Check-ins
Regular check-ins; feedback; facilitated meetings (coach, learner, manager); performance reviews; performance conversations; skills-audit; team feedback/360 reviews
8. Organizational Alignment
We align the learning engagement to the Employee Value Proposition, embedding learning in the participants’ roles. This alignment includes:
Rewards & Recognitions, Career Development, Performance reviews, Performance conversations, Personal Development Plan, Manager engagement
9. Evaluation
Using the learning impact KPIs we assess the impact of the program in terms of learning experience, learning outcomes and goal attainment.
- learning experience (ie. participation and completion stats, learning delivery satisfaction)
- learning impact – to what extent people actually changed their ways as an outcome of their participation in the learning engagement.
- progress towards goal attainment
10. Celebration
At the end of each learning milestone we celebrate the journey. People share their experience, their challenges and successes. This helps bond the learners, sets the foundation for future learning engagements and cultivates a learning culture. Not to mention it is fun