Despite our country's shift to e-learning, much leadership and professional development is best attained through classroom training... But that doesn't mean traditional lecture and discussion style classroom learning... and our classroom training is ANYTHING but traditional! Adults learn when they are engaged and participating and our classroom learning engages all the senses. To us, blended learning certainly includes web-based training, but it involves much more. In the classroom, we limit lectures to 15 minutes or less and call them lecturettes. The remainder of the class is for large and small group discussion, enriching case studies that are so true to life they arouse emotion, role plays that help participants understand how they naturally behave in certain situations, and simulations and video vignettes that demonstrate typical workplace issues and bring learning to life. The use of the World Café is a highly successful learning format that draws in high-level executives, and our Action Learning component allows the participant to complete work while they are learning. We incorporate state-of-the-art videos, games, and other energizing exercises. When appropriate, we use non-traditional learning techniques such as use of music, puzzles, TV clips, and drawing, and we ensure a great deal of practice of all new skills and tools. Millennials have unique learning styles that differ greatly from Baby Boomers. Our learning approach caters to all learning styles - Millennial, Gen X, and Baby Boomers.
We use instructional design strategies to design technical training solutions. We develop the following:
How often have you attended training for help with a perceived performance problem only to return to work to find that training is not the solution?
At ASTD, they have said for many years that if your only tool is a hammer, then every problem looks like a nail. Training is often not the solution to a performance issue, or at least, not the total solution. Some of the factors that can create serious performance issues include the following:
When training does not resolve a performance issue or when a large number of individuals in an organization exhibit performance problems, it's time to take a holistic approach to identifying and fixing the real issues and concerns. A Human Performance Improvement (HPI) study is just such an approach.
HPI is a scientific, quantitative, and holistic approach which uncovers and addresses the true performance issues. It includes a systematic needs analysis to determine the environment, needs, current and expected culture, policies and processes, and other issues that impact work performance. From this analysis emerge recommendations for performance enhancement that may or may not include training.
We also conduct traditional needs assessment including research, document review and analysis, interviews, focus groups and surveys.
"So you can teach an old dog new tricks?? With inSITEful solutions, everyone learns!"
Whether you need to evaluate a technical training course or a leadership development program, inSITE can develop evaluation tools that measure performer effectiveness. We develop reaction sheets, knowledge checks, pre and post tests, on-the-job evaluations and ROI calculations. We will also evaluate the accuracy and validity of your tests and ensure your testing links properly to improved performance.