Learning journeys
Think of something you're really good at. Whatever it is, you probably didn't learn overnight. It took time, repeated training and patience. Clear instructions, qualified feedback, and a little encouragement were probably needed when the process didn't seem to be moving forward. In other words, a learning journey was required. Not an event or occasion. Having the right attitude towards learning has never been more important than in today's ever-changing world. The one skill we know will always be important to you is the ability to learn. Therefore, we believe that the best way for an organization to grow is to see learning as a learning journey where we mix several elements.
High Performance Learning Journeys
Entering new paradigms of thinking and acting, companies understand that "learning event" type training has limited effectiveness (real impact max. 2.5 participants out of 10 learn something, according to The Kirkpatrick's studies).
An alternative with clearly superior effects (6 out of 10 Participants) according to the same studies done by The Kirkpatrick's is the learning model called High Performance Learning Journeys (HPLJ), assisted process journeys, of individual performance development.
Developed together with Robert Brinkerhoff (one of the great international experts in effective learning processes and evaluation of the effectiveness of training processes), HPLJ programs offer organizations a certified method of designing learning processes that optimize 5 essential factors of effective learning:
"On-the-job" applicability Management involvement Social learning Learning journeys over time Business impact.
Running an HPLJ program
The HPLJ programs are carried out through the Promote platform, an assistance tool for the development journey that brings together know-how transfer modules, social interaction, gamification principles, individual or group projects and tasks.
Because the classic spot training approach has repeatedly demonstrated its limitations, HPLJ is developed using a logical sequence of 4 steps:
1. Personal commitment in the development journey. As long as he is motivated, an employee will work hard on his own development. Thus, this first step requires the involvement of management and the construction of an image of personal success - how it feels, how it looks, what are the behaviors that determine it. The method used in this first step is coaching.
2. Construction of knowledge foundations. Each employee will receive the minimum amount of information necessary to increase performance and no more. He will get it through individual study, not through transfer. The webinars and physical courses during an HPLJ are dedicated to practice, not teaching, and this brings better results in the manifestation of desirable behaviors in the long term.
3. Development and practice of skills. It is the ideal step in which the new skills are repeatedly tested and the feedback is used as a tool to facilitate the increase in performance.
4. Consolidation of results. It is the last step, in which the newly learned and developed skills are tested in the work environment and continuously developed through several methods.
All these steps happen over periods between 2 and even 12 months (for complex programs) to ensure a gradual and continuous development of skills; from a low level of complexity to higher levels, involving colleagues, managers, trainers, clients and various other interested parties in the process.
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