In a survey by a global consulting firm, only 25% of respondents said training really improved their performance.
Reason – Companies focused very little on post program implementation of learning.
We are strong advocates of learning initiatives being linked to concrete business results and believe that learning must lead to real development of people and organizations. We have developed a holistic ‘Result Focused Learning’ approach based on years of experience with diverse industries. The approach focuses on achieving results through exhaustive diagnostics and impactful workshops backed by robust learning sustenance and measurement mechanisms.
Our approach has 4 critical elements, as depicted in the figure and explained below, which we believe are integral to any learning initiative’s success. Throughout the 4 stages, what runs as a strong common thread, is our ‘passion’ and ‘commitment’ to make each element and thereby, the whole initiative attuned to achieve the results desired by you.
Our approach has four critical elements that ensure real and sustainable change in professionals while furthering organisational goals. Throughout the 4 stages, the focus is on achieving the results desired by you.
We employ ‘Active Learning’ in its true sense. The facilitator enables learning by encouraging learners to participate actively through self and group discovery rather than passively receiving inputs. We follow the 80-20 principle wherein the facilitator presents insights and concepts for only 20% of the workshop duration while 80% of the workshop duration is meant for the participants to actively participate in various learning mechanisms and leverage the collective wisdom of the batch. The onus of learning is on the learners, making the whole endeavour learner-centric.
Our workshops leverage the following methodologies to ensure the highest level of learner engagement and impact:
Learners often fail to implement the learning from a training session mainly because of the absence of a reinforcement mechanism and structured post program implementation initiatives. Our robust learning implementation tools, spread over 3 to 6 months after the training session, reinforce learning and help participants apply it to their daily work.
Some of the time-tested implementation solutions developed by our experts and widely used by many of our clients are:
Insights is an extremely effective byte-sized learning reinforcement tool to engage participants for upto 6 months after a training program. They are well designed, co-branded emails of not more than 150 words each, discussing micro topics covered during the program. They take less than a minute to read and are extremely effective in retention as well as implementation of the concepts discussed.
Our E-learning offering comprises of two parts: a) thousands of pre-designed courses and learning modules, delivered in partnership with Skillsoft, that helps participants hone their skills in areas such as Business & Leadership, Productivity & Collaboration, Digital Skills and more, and b) bespoke videos and courses in different formats, covering a range of soft skills & behavioural topics customised to participants’ learning needs.
Coaching calls are designed to address concerns, resolve doubts, queries and give individual feedback to the participants after the workshop. The respective WB program facilitator coaches each of the participants over the telephone.
myCoach is a breakthrough mobile app developed by Work Better which provides personalized coaching to address specific developmental need of the learner. Through the coaching app, the learner can chat via messages with subject matter experts (Coaches) to learn about a new subject, resolve queries and/or address challenges, to improve skills knowledge and attitude. Also, the Coach takes on the responsilibility of providing daily inputs in the form of Tips, Reminders and Motivations to help learners excel at the workplace. To know more about myCoach, please click here.
Our approach follows Kirkpatrick’s Four-Level Training Evaluation Model. We work cohesively with you to measure specific parameters scientifically and objectively to help you achieve the maximum ROI for your learning initiatives.
Some of the mechanisms and tools we employ to measure learning effectiveness at each level of the Kirkpatrick model, depending upon your organizational dynamics, are:
Levels Measurement Tools
Reaction Structured feedback questionnaire
Learning Pre & post training knowledge, skills & attitude assessment, interviews or verbal assessments
Behavior Participants’ Reporting Managers’ observation and interviews over a period of time
Results Data collection & observation over a period of time.