Consulting Services

Organizations continually strive to create and execute a learning strategy that has a real impact on behaviors and business outcomes. A strong learning strategy, the tools to execute it, and the ability to demonstrate value is crucial in creating a more impactful, engaging learning experience that improves individual and business performance.

Factors that drive corporations to improve their learning strategies include the following:

• Improve Learner Engagement — Organizations strive to develop and deliver learning content that engage learners.
• Initiate a Stronger Tie Between Learning and Performance — Many organizations develop learning without specific individual and organizational objectives in mind.
• Better Measurement — Learning does not improve in many organizations because the ability to measure impact on performance is not in place.
• Technology — Learning technology is quickly evolving, and organizations are in serious need of re-evaluating their learning technology ecosystem to offer a more modernized approach to learners.

Most learning is still very event-based, without enough follow-up, reinforcement, or opportunities to apply knowledge. These leave organizations ill-equipped not only to meet the rapidly changing challenges of today but also to ensure their workforce has the skills and knowledge required for the future.

The implications are two-fold. For the learner, the learning experience is fading, and learner engagement continues to gradually decline. For the organization, employees are not learning what they need to know to maintain compliance, develop new competencies and skills, and advance their capabilities leading to negative implications, including a lack of innovation and creativity that makes the organization uncompetitive.

Organizations need to rethink their approach to the learning strategy to keep pace with the rapidly changing dynamics of their learners and business.

The key questions for the business are:

• How can we transform learning to have more of an impact?
• How does an organization create an engaging, impactful learning experience from the content side?
• Can one provider offer the necessary expertise, knowledge and experience to meet all content requirements?

We have spent nearly two decades working with customers to ensure that their investments in training deliver business results.

This experience puts us in a unique position to design and execute a learning strategy that is tied to your business objectives and based on your organizational culture, demographics, and preparedness. More importantly, this experience has taught us what works and what does not – allowing us to guarantee success.

• Training Needs Analysis.
• Identifying L&D Metrics and Business Metrics to evaluate the training impact.
• Sharing our insights and making specific recommendations.
• Evaluation of recommended options – Highlighting the pros and cons and ensuring all stakeholders are aligned.
• Plan for awareness creation (for learners and other stakeholders) and change management initiatives – Prior to the roll-out.
• Implementation services – Design to deployment.
• Evaluation – Training effectiveness and impact (on learners and the business).
• ROI determination.
• Areas for further improvement.
• Measures to sustain the learning connect – Reinforce, Remediate, Practice, Challenges, and Proficiency gain (Leveraged through our Learning and Performance Ecosystem-based model).