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What We Do
We provide instructional design, facilitation, strategy consultation, and training evaluation services focused on creating impactful learning and development experiences throughout each stage of your employees' journey.
“We focus first on the people and how we incorporate them into our company, and then we focus on how to drive the business."
John Chambers
Executive Chairman and former CEO of Cisco Systems
Have a look at how we can use L&D to create positive experiences
throughout every phase of your employees' talent management lifecycle.
Focus Areas
We support our clients in four focus areas:
Instructional Design
Solid instructional design is the foundation for any effective and impactful learning experience. We use the ADDIE model of instructional design. As your trusted L&D partner, we will work closely with your team to provide original and creative content that informs, engages, entertains, and inspires your learners. During the analysis phase, we will meet with your project sponsors to discuss your business goals and training objectives. We will work with your subject matter experts to identify what your employees need to learn. We will also discuss project constraints, finalize project deliverables, establish benchmarks for project phase completion, and finalize the timeline for overall project completion. During the design phase, based upon our earlier discussions, we will define measurable learning objectives and identify the content and strategies for each module of instruction. We will also create prototype written materials for your review. During the development phase, we will develop the trainer guides, learner workbooks, handouts, exercises, activities, assessments, and course evaluation surveys. We will also create the visual aids for the training session and conduct a tabletop review of the materials with you and your project team. Afterwards, if you desire, we will run a pilot session for your designated subject matter experts and project sponsors, incorporating their feedback to revise and refine the content to meet the learning needs. Once you approve the final product, we are available to facilitate the session for you or to prep your training team for internal delivery. During the implementation phase, we can assist you by conducting a customized train-the-trainer session for your facilitators, conducting an instructor-led session for a test student group, and establishing the timetable for the course rollout. During the evaluation phase, we can assist you by reviewing the course evaluations, evaluating whether learners achieved the expected outcomes and how the course can be improved, and revising content and materials as necessary.
Facilitation
We facilitate impactful in-person and virtual learning experiences for groups of all sizes. Our courses focus on leadership development, power skills, and relationship management topics. Each session is designed to inform, engage, entertain, and inspire our participants. To ensure your participants derive the greatest value from their learning experience, we use our 25/50/25 6-D Model. Each training session consists of modules which are organized sequentially by topic, similar to chapters arranged in a novel. Within our training plan, we allocate a specific amount of time to complete each module, before moving on to the next one. Under our model, the initial 25% of the allotted time is spent delineating the objectives of the module and then dispensing the content critical to the accomplishment of the objectives. For example, in an hour-long module, our facilitator would use the first 15 minutes to review the objectives and cover the content. Following this instruction time, your participants would be given an opportunity to determine where their current skill level is and to discover how to apply the tools learned during the first part of the module. This is accomplished through various activities. For example, we might brainstorm ideas on sticky notes and strategically place them on sheets of flipchart paper hung around the room. Or, break out into small discussion groups to solve a hypothetical scenario. The activity accounts for 50 percent of the module time, or 30 minutes using our previous example of an hour-long module. The remaining 25 percent of the module time is devoted to debriefing what participants learned from the activity and afterward discussing as a group how they will apply the skills they just learned in their roles.
Learning and Development
Strategy Consultation
For numerous organizations, Learning & Development remains a woefully underutilized resource, only pulled off the shelf once a year to satisfy compliance training requirements. Research shows organizations that prioritize a robust L&D strategy have employees who are productive, technically proficient, and knowledgeable of industry trends. Further, their employees are more engaged, more likely to report satisfaction with their roles, and thus more likely to remain with the company. If your organization does not have a well-designed L&D strategy, you run the risk of missing out on these benefits and other drivers which can give you a distinct advantage over your competitors in an increasingly tight job market. We provide end-to-end strategy consultation services – from guidance on the ownership of the L&D function to alignment with business goals. From recommendations on training program design and implementation to advice on stakeholder engagement. Contact us today to begin the discussion and capitalize on the benefits which flow to your organization from a customized L&D strategy.
Training Program Evaluation
A gap exists between your expectations for your employees’ performance and their actual performance. After completing a root cause analysis, you discover the problem is attributable, at least in part, to deficiencies identified in your training program. But, you’re not certain how to fix them. The good news is that we can help. We can evaluate your current training program to assess its strengths, weaknesses, and overall alignment with your organization’s goals and strategic priorities. We’ll conduct a thorough review of the content of your facilitator and participant training materials, perhaps meeting with your instructional designers to understand their approach and design decisions. We’ll look at the effectiveness of the delivery methods. This may include observing a live training session or viewing a recording of a previous one. We’ll also review participant feedback and performance data and use a combination of surveys, focus groups, and interviews to evaluate your program based upon the Kilpatrick Model measures - reaction, learning, behavior, and results. After completing our analysis, we will provide you with a detailed, customized blueprint identifying areas of strength and detailing opportunities for improvement. For the latter, we’ll provide specific recommendations to close the gaps. These recommendations may range from relatively minor changes to certain aspects of your training program to broader, more systemic changes to how your training is developed and delivered. Examples of recommendations include rewriting portions of training content to make them more germane to your audience, adopting alternative modes of training delivery, or incorporating additional hands-on activities and exercises to increase “stickiness” of the learning. Above all, your personalized blueprint will architect a detailed step-by-step plan to implement the recommended changes effectively and with as minimal a disruption to your ongoing learning and development initiatives as possible.