Our tools and methods
We believe that long-term learning is about having the opportunity to integrate the knowledge gained in training directly into everyday work. For this reason, we base our approach on four key components when creating learning and development, which we integrate into all our programs at various levels:
- Knowledge – facts and methods – knowing.
- Skills – being able to apply and implement knowledge in practice – doing.
- Motivation – your attitude and commitment to a task – wanting.
- Self-awareness – how an individual understands their character, motivation, emotions, and needs. Self-awareness influences all the other factors and develops as you mature and grow as a person.
We base our approach on the “70-20-10” principle of individual development. This means that typically 10% of our development comes from formal training, 20% occurs through reflection with a manager, mentor, or coach, and 70% happens when we apply the knowledge in everyday work. For this reason, we see it as important to involve participants’ managers throughout the training process to create sustainable, long-term learning.
Our process for long-term learning and personal development
In our overall process, we have chosen to invite participants’ managers to an optional brief introduction at the start of each program. This provides an overview of the training and offers tips on how to engage with and support their employee, as well as the ten most important coaching questions to use in dialogue with their team member.
- Introduction for participants – digital
- Trainings in classroom
- Follow-up – digital
- Introduction for managers – digital
- Ongoing follow-up and dialogue between participants and their manager
Once again, perhaps the most important part of learning is having the courage to pause and reflect on what you have learned and the experiences that arise when you try to apply it in everyday life.
“An event without reflection remains just an event. An event with reflection becomes experience. Experience with reflection becomes insight = learning.”
