If you don’t know what your problem is, then you can’t solve it.
While every project and learning situation is unique, we have learned through our years of experience and substantial research in the areas of learning, performance, and motivation that starting by determining the end result desired and the root cause of the problem will lead to the best outcome for both the learners and the organization.
Our approach is learner-centric to keep people engaged and performance-based to get them fully confident they will retain the knowledge and be able to use the skills learned in any training conducted. However, we believe in the 70:20:10 philosophy that indicates most learning happens informally as people apply skills in their day-to-day work, so building a culture and environment to support that is important.
- We generally do some initial analysis to determine the real issues your people are having. Frequently, training is only part of the solution, so we may be able to save you some time and money with other solutions.
- For larger training initiatives, we need input from all levels of your teams. If the perspectives of all roles within a team are not sought, the root causes and disconnects are often missed.
- Whenever possible, we will use your existing training content. We will let you know whenever we identify any gaps in training content and the training interventions we determine to best bridge those gaps.
- Analysis will determine the specific gains your firm will see, which will in turn help you justify the need for our intervention to firm management.
Post-Analysis Report and Plan
- After our analysis is complete, we will work with you to rank, weight, and prioritize the items identified to determine the most cost-effective and impactful solution for the specific needs of your firm.
- The plan we develop will incorporate change management techniques and a communication plan to gain buy-in from your attorneys and staff.
- We will provide a report that may be shared with firm management and/or present our findings to them directly, whichever you choose.
- Our report and plan will identify specific performance and behavior changes to be used to measure the success of the program.
- If formal training is deemed necessary, our preferred approach is to run a pilot group through the program to demonstrate the value of the program to both the learners and firm management.
- The pilot program will also help gauge your firm’s tolerance for change and identify any tweaks needed in the approach and solutions provided.
- We will guide you in selecting the ideal pilot members to accomplish your goals.
Our approach and training are different from the norm. There will be real-life stories, consequences, and challenges issued, instead of the usual “click here” model. To bridge the gap between learning and doing, we incorporate spaced practice with full workflows presented in easily consumable chunks. We know how work gets done in law offices and have spent many years studying the best training methods for optimal engagement and retention. Legal Learning Development Network’s Instructional Model incorporates our years of experience into the methods selected for training. We invite you to review our Instructional Model for specific details.