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Elements of Learning & Development Design and Methodology
- Simple to Use.
The concept with these modules is that any skilled presenter
can conduct a training class with little preparation time.
Programs can be set up and delivered on an as-needed basis
as needs arise.
- Flexible timing.
Our modules have been developed to focus on key skill areas
in a short amount of time. Each module takes 2 to 4 hours
to present, depending on the number of participants, the
amount of questions, and other factors – or can be
presented in greater depth in a one-day format. Further,
content can be extracted and presented as a lunch time refresher
course, put on the agenda of a monthly group meeting, or
customized to fit in to and augment larger organization
development intiatives.
- Consistent format.
Each module follows a similar instructional design format,
making it easy for the trainer, and simple for the participants
to follow.
- Engage Leadership.
As possible, we utilize organizational leaders as participants
in trainings to underscore message and application.
- Highly Experiential, Fun,
and interactive. The more enjoyable the
training is, the more participants will learn. The exercises
in these modules are designed to engage participants and
draw out real work examples, not just allow them to listen
to a lecture.
- Customizable.
The modules can be customized to your organization, using
your organization's graphics and logos, key terms, or other
elements.
- Appropriate.
Each participant comes away with action items and a purpose
driven plan of action to apply the concepts learned. Exercises
are designed to get participants to use real-life situations
to apply concepts to their present workplace reality.
- Relevant.
Link training outcomes to organizational needs and initiatives.
- Focused on Performance.
Training is more effective when reinforced, recognized,
and rewarded. Therefore, manager/supervisory involvement
and coaching is essential to apply skills learned in class.
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& Development Toolkits |
