We design learning experiences that are relevant and impactful.
To achieve that, we start with your organization and people before going into designing our custom programs.
“If someone is going down the wrong road, he doesn’t need motivation to speed him up. What he needs is education to turn him around.”
Understand your organizational strategic goals, so that the learning experience design is aligned with the organizational trajectory and serves those goals.
Understand the current business capabilities of the team you are interested in working with, and map the trajectory of the intended outcomes for that team, so that the learning experience design is relevant to the business capabilities.
Understand the personal development needs of each employee, to ensure alignment both with their personal and role needs.
Analyze and evaluate past and current learning initiatives, curriculum, courses, and outcomes so that we keep the ones that are working, identify misalignment and redundancies, and build upon the work that has already been done.
Assess how conductive is the organizational culture for learning and development.
Bring all the above together and identify the critical learning areas.
Clarify the learning strategy and outcomes to address the gaps, honor alignment, and set both employees and the organizations on the trajectory towards their desired outcome.