Custom Corporate Training Design
Most of our recent assignments have involved the design and delivery of custom corporate training programs. We have created numerous interactive learning exercises, games, and simulations; designed blended, multi-media training modules; and in more than one case built an integrated curriculum from a variety of new and existing sources.
Drawing from our collective experience, we've compiled here some characteristics of what is (and isn't) effective learning design and execution. We believe a successful program is one that…
…Is economical, broadly relevant, and constantly updated to add ongoing value.
…Helps to retain learners (not just teach them) by adding to their professional development and their ability to succeed.
…Allows the learner to discover for themselves why the learned behavior is important, not simply how they are expected to perform or behave.
…Creates synergies between the "stories" of the learning content and the personal "stories" of the learner.
… Features engaging experiential or interactive components, supported by practice and coaching. Keeps lectures to a minimum.
…Educates the learners about the desired post-learning experience or environment, and clearly communicates what is expected of them to help create it.
…Supports other processes and programs in the learners' company, so that the learning does not cause conflicts or contradictions on the job.
…Includes all appropriate levels of the organization, from senior management, to local management, to the individuals who will deliver the program.
…Is supported by internal communications (e-mails, newsletter, management messages) and reflected in all Human Resources programs (recruitment, profiling, performance evaluation).
We usually work under the concept of "Train the Trainer", where the long-term responsibility for the program transfers to one or more skilled internal facilitators. Our value is to design and develop the program, train the facilitators (or instruct alongside them), and then shift to an ongoing coaching mode for the facilitators and local managers.
The goal is always to create a program or exercise that reflects both the company's culture and the daily reality in which the learning is to be practiced. Wherever possible we try to deliver the content in a context, where every facet of the learner's post-learning environment is at least recognized, and little or nothing falls outside of its scope.