If we are conducting or developing a major training initiative for your organization, we will generally follow the model below to quickly determine where learners are starting in order to rapidly get them to the desired competency level. We feel that if there are areas they already know, then why waste time that could be spent on the things they don’t know.
In our performance-based, learner-first model, various job aids will be incorporated to support the informal learning that occurs outside of the formal learning environment. Staged practice is designed to ensure long-term retention, as well as make learners more independent in seeking out information and learning on their own. Our ultimate goal is to move your organization’s learning and development efforts forward by building a culture of continuous, more informal learning and the resources to support it.
Do they KNOW IT?
- Brief survey with very targeted questions.
- Designed to determine learner’s basic knowledge of key components of the topic(s).
Can they DO IT?
- Brief challenge to be completed hands on by the learner.
- Because knowing does not always equate to doing.
- The training provided will vary greatly depending on the subject matter being covered and the baseline knowledge of the learners.
- Always includes real-life stories, scenarios, complete workflows, and consequences to cover both concepts and potential pitfalls.
- Challenges are completed by the learners on their own with assistance only as needed with the goal being 100% mastery and learner confidence.
- Job aids are provided to further solidify concepts and for detailing more complex scenarios.
- Designed for maximum retention of skills and knowledge.
- Consists of short exercises or reviews to be completed in the weeks following training.
- Ensures learner has the knowledge and skills to complete the task on their own in the future.