We approach the design of training experiences from a 6-stage learning model that ensure effective learning and application of skills.

Stage 1: Assessment
Before training an employee, its best to know their skill level. We work with you to determine baseline skill assessments that can be used first for needs assessment and then for assessing training effectiveness.

Stage 2: Learn principles
Employees needing development are taught the theory behind effective behavior. Relevant materials are presented through facilitated classroom training with supporting exercises (often employing multimedia content).

Stage 3: Analyze effective behavior
Employees take part in group discussions and comment on effective and ineffective behavior observed in interactive exercises. By understanding what effective behavior looks like, participants come to a deeper understanding of why theoretical principles work.

Stage 4: Skill practice
Participants put theory into practice by experimenting with effective behaviors and being given immediate feedback. We believe in giving participants plenty of practice with new skills in a risk-free environment. Participants further deepen their insight by applying behavior and giving feedback to others.

Stage 5: Transfer to work setting
Participants take what they've learned and apply it in their jobs. Ongoing feedback from a coach may be used at this stage to provide critical guidance and reinforcement needed to ensure the new behavior is adopted, refined, and perfected.

Stage 6: Assess skill change
After applying new behavior for a sufficient time, we encourage participants to assess the extent of their skill improvement. Beyond the targeted skill development, participants that have worked on personal development and have seen concrete results, may also experience an increase in self-confidence and motivation.