Our Services

Learning Effectiveness

Is L&D investment yielding results in your organization?

 

Let us find out?

 

What do you need?

Establishing Learning Effectiveness within your organization will enable your organization to maximize the benefit from your L&D investments. It enables your organization to invest in areas that have far reaching benefits and to address learning challenges.

 

How to develop Learning Effectiveness?

It is critical to design the program appropriately to bring about effectiveness based on the set expectations from the program/organizational L&D initiatives. The challenge is to address the measurability of the intervention.

Organizations have to establish mechanisms to measure the outcome of L&D Interventions. It is equally important to take corrective actions on the interventions on time.

Organizations can focus on a specific program or at the organizational level to setup effectiveness mechanisms.

 

The Framework

 

Assessing & Designing the L&D programs

Companies can benefit greatly by assessing the needs and designing the right intervention program or the right L&D organization:

  • Design programs that meets the larger organizational goals
  • Assess the needs of the organization along with Leadership
  • Programs cannot ignore the tactical nature of business needs
  • Transformational programs needs special attention
  • Conduct programs only that can be measured
  • Ensure that measurement parameters are designed to bring about business alignment
  • Technical Collaboration cannot be ignored when designing programs

 

Training for Knowledge

Training is an essential component of any learning intervention program. Selecting or designing the right training modules, executing and measuring is critical to the success of the program:

  • Select the right training session aligned to the program
  • Configure/Design to align to the organizational needs & participant maturity
  • Leverage customized case studies where possible
  • Ensure measurability of the outcome and knowledge retention
  • Leverage technology to reach globally spread participants
  • Ensure interactive two way communication during the sessions
  • Balance of theory and practical assignments are critical to program success.

 

Knowledge Retention

Assessment of short term knowledge retention is the foundation for long term knowledge retention and practical application in real work:

  • Ensure classroom quiz, discussions and assignments to assess concept awareness & classroom intervention
  • Roleplays increases knowledge retention
  • Homeworks help participants to increase knowledge retention
  • Align the concepts to the real work examples increases retention of knowledge
  • Knowledge test and review sessions after a duration of 30 to 90 days greatly increases knowledge retention for a long term

 

Practicing for Stickiness

Application of concepts in real work situations will vastly increase the return on investment as well as knowledge retention:

  • Identify the right project or work situation to apply the concepts
  • Identify concepts that are right to your role and responsibilities
  • Support from Leadership and immediate managers to ensure application of concepts
  • Change operational process/behavior to incorporate effective concepts in real work situations

 

Coaching for Behavioural Change

Learning interventions cannot realize its fullest potential unless coaching and mentoring is involved. Designing and Executing the right coaching and mentoring mechanism enables behavioural change and institutionalization of the concepts and ideas:

  • Ensure the immediate Managers are involved in coaching and mentoring
  • Mentor does not have to be internal to the organization or group
  • Ensure active mentoring and coaching
  • Feedback from Mentor and Coach is essential

 

Measurement Mechanism & Reporting

Establishing the right easurement parameters requires the right measurement mechanism. Data collection is under utilized and ineffective without reports.

  • Establish the right sized measurement mechanisms
  • Realize that Technology can be very helpful but also could be overrated in certain cases
  • Ensure data is collected at all phases of the program prudently
  • Analysis of the data and correlation to the outcome is critical
  • Ensure the right reports for all the stake holders
  • Always ensure to infer data to recommend and course correction of the intervention programs

How can we Help?

Our Learning Offerings:

We diagnose the gaps in learning models in a systematic, objective way and establish a foundation for the effective design of learning programs that link learning results to the business and include meaningful, quantitative targets. Our service offerings include:

  • Organizational Learning Effectiveness Assessment
  • Design and Configuration of Organizational Learning Effectiveness
  • Design and Configuration of effective Intervention programs
  • Guide the Institutionalization of Learning Effectiveness
  • Execute L&D intervention programs effectively