To grow people and deliver great performance, participants must be engaged and enjoy what they are doing. Our people use varying techniques to ensure participants have a safe learning environment where they can gain new knowledge and skills and most importantly develop new behaviours.
Before designing a programme we get an understanding of the type of people who will be attending to ensure the learning environment suits their preferences. Some people love active participation and so we can use techniques such as role plays, quizzes and simulations for this group. Others may wish to have time to absorb and reflect upon the information learned and we accommodate this through the action planning activities and support and challenge groups. Whatever the preference, our approach ensures your people get the most out of the event.
To experience our approach, please view this short video that explains the benefits of "continuous flow planning" while emphasizing how we deliver great performance by growing people. Thanks to Shirley Lam - a manager we trained in one of our programmes - for creating this video.
Learning Needs Analysis
We use selected techniques to identify your needs, the issues facing your business and the key objectives for the learning event. This is summarised in the Preliminary Learning Brief.
We develop questionnaires to identify your learning needs at all levels in the organisation. These are then used to support the development of materials and programmes.
Facilitated workshops are particularly useful when a cross – functional programme is needed or in cases where you may have differing views as to the learning needs. We facilitate workshops which lead to a consensus on the way forward.
One to one interviews with senior management, the target audience or both are used either as a stand alone methodology or as a follow up to earlier analysis.
Our design takes into account how your people like to learn. Some clients prefer a face to face approach, others use an on-line self study progarmme. Whatever method is agreed, we always concentrate on how participants can take that learning back into the workplace to maximise benefit for business.
There are four key learning styles:
- The Activist likes to do things.
- The Pragmatist likes to see how they can use things.
- The Theorist likes to know the latest academic thoughts.
- The Reflector likes to be given time to absorb what they have learned.
To accommodate all styles we ensure our programmes have a mixture of theory, exercises, case study and feedback. However, where you or we identify that a group has a tendency to one particular style we will incorporate this into the design of the programme.
A range of delivery options are available.
- E-learning – we run some courses entirely on-line with weekly live meetings to discuss issues identified.
- Face to Face learning –this allows participants to concentrate on learning outside of the work environment and aids networking. These programmes are often run on a modular basis to allow participants to implement the learning during the programme.
- Train the Trainer – if the audience is large and there is a requirement to forge relationships within the business, we can design and develop materials to be used by staff internally and coach them in how to deliver the materials.
Transfer to the workplace
We timetable an action planning session or reflection time to ensure participants are constantly thinking of how they can use their learning in the workplace.
During development, the majority of our case studies are written based on actual live events experienced by the business. We also draw upon a bank of our own material and Business School cases to reinforce specific points. Business simulations can be used when we feel this will improve the learning experience.
We have developed a number of core products for our programmes. These include group activities, individual worksheets and electronic case studies.
We develop new case studies based on current events and issues being faced by the business. Our experience has shown that clients who invest in this upfront development experience greater transference of the learning to their business, and feedback from participants on the relevance of the programme is always excellent when client materials are used as the basis for our case studies.
Business Simulations allow participants to put in to practice their learning and assess the impact on the business both operationally and financially.
Business School Case studies
Case studies from Business Schools such as Harvard, can be used where we feel that the latest academic research will add value to the experience.
Our team foster a challenging but safe environment in which participants can explore and develop their learning. Accelerated learning techniques such as quizzes, interactive examples and simulations are used to improve learning and retention.
Whether this is remote learning or face to face, we ensure a safe environment for participants to learn. We advise clients on the best ways to maximise the learning potential of delegates. We believe that interaction is key, so it is very important that participants feel able to ask questions and challenge throughout programme delivery.
Our programmes have been developed to use the full mind and the whole personality to speed up and enhance learning. This technique has the following benefits:
- Reduces course design time
- Involves participants at every stage
- Improves retention and job performance
- Energizes the learning process
Our team are skilled and experienced in delivering engaging, interactive programmes globally in our key areas of Finance, Supply Chain and Logistics and Marketing. We can also offer integrated programmes with any combination of these topics.
We believe that the key to maximising the benefit from the learning is enabling participants to implement what they have learned upon returning to work. We therefore include learning transfer as an integral part of all of our programmes. We can also follow this up after the learning event if required.
At the design phase we ensure consideration is given as to how we will transfer the learning back into the workplace, for this we use our ACT Framework:
- A - Acquire
- C - Collate
- T - Transform
Throughout our programmes participants are encouraged to keep an action plan so that they can consider what they can use on their return to the business. We encourage them to meet with their line manager to ensure that this learning is incorporated in their ongoing development.
Many businesses like to follow up the learning If you would like us to help with this we can get involved at any level, from sending out reminder letters of what participants have committed to, through to facilitated reinforcement and evaluation workshops.
As clients become more concerned with the return on investment on learning and development expenditure, we have developed a toolkit to help quantify the benefits of our programmes. The methods used can range from a basic questionnaire to a full workshop in which delegates are asked to show proof of benefits to date.
We have developed a methodology to help you to demonstrate to the business the value of your learning programmes. We use the Kirkpatrick Model as the basis for this evaluation. This looks at Learning on 4 levels:
- Level 1 – Immediate Satisfaction with the learning event
- Level 2 – Retention of the learning
- Level 3 – Transfer of learning to the business
- Level 4 – Financial Benefit to the business of the learning
We can develop questionnaires to help you determine how much of the learning has been retained by the participants.
Alternatively we can develop a case study for delegates to assess learning retention and application to their business environment.
For a more detailed understanding of the benefits to the business, we can facilitate a workshop to look at the returns being experienced. This workshop also has a dual purpose of providing a reinforcement session for those who attend.
The workshop would include the following:
- A reinforcement session
- Examples from participants of where they have applied the learning
- Examples from their line managers of where they felt they have seen the benefits of this learning
- Discussions around barriers to implementing the learning so as to identify what else can be done to improve this
- Examples of monetary benefits to the business with support from finance
Feedback from our programmes is used to continually develop and improve the event.
After every event we collate the feedback from our delegates. We then provide a report showing what went well and what we think can be improved, this is then incorporated in the design of the programme ready for the next event.
We stay in contact with our clients on an ongoing basis to ensure any changes being experienced in the business are incorporated into our material.