Corporate Learning & Training

Achieving great performance through highly capable people is the mission of our corporate learning practice.

Truthfully, we're not big on training, we're passionate about learning.

What we've discovered is that without a focused and well strategized learning solution, training aimed at improving employee knowledge and skills is ineffective. People retain relatively little of what they're taught. But they retain most of what they've actually learned. Learning comes from practice and doing, not teaching.

Corporate Learning and Training includes four elements:

1. Know the audience – How do they work? How do they learn? Where is their passion and what are they all about?
2. Determine the need – where does the opportunity lie? Is it a current challenge? A future vision? Both?
3. Fill the need – Fill the void with the right knowledge in the right way. Is a learning repository required? Is Social Networking leveraged as a primary learinng tool? Are the team members avid bloggers or perhaps a more traditional in-class learning is required?
4. Support the solution – What will keep the learning momentum post-deployment? A mentoring/shadowing program, discussion forums, champions or a regular cycle of evaluations?

Creating a solution takes several distinct steps. First, leadership and management provide input, direction and insight about the current challenge or future vision (or both!). Second, Boardroom Metrics Consultants meet with and learn about the teams in the organization to confirm the request and determine the gap . Next , new and existing content is structured using the most impactful and least intrusive manner. Lastly the solution is deployed and sustained.

Increasingly, organizations have more and more knowledge scattered across the organization. The key to filling a learning need is to first identify what already exists, how to make it most accessible and durable then enhance the solution with additional content.

The fact is, training is a set of knowledge transfer techniques and that's only part of a solution. While always trying to account for the appropriate learning style (visual, aural or kinaesthetic), we now have access to such an immense inventory of approaches with which to build the learning strategy. We cannot discount the incredible opportunity presented to any organization with social networking/media, blogs/micro blogs, wikis and mobile devices. Your people know how to use them. Leverage that.

Since only a very small percentage of information is retained in traditional in class or eLearning, companies need to recognize that learners need sustainable, accessible content that enhances their daily workflow.

A pragmatic and organic addition of knowledge that is focused to have the highest impact.