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Guidance. Support. Empowerment.
Stakeholder Engagement
Facilitating and enabling effective stakeholder engagement for learning innovations and continuous improvement.
Effective engagement strives to be purposeful, inclusive, timely, transparent and respectful.
Effective engagement strives to be purposeful, inclusive, timely, transparent and respectful.
Change Management & Projects
Facilitation of any process for review or improvement and delivery of learning using your own organisational change management framework of choice, or we can advise.
A full design service utilises evidence-based models to design high impact learning for organisational change and includes all aspects of a design from evaluation to monitoring. The partial service includes a combination of one or more elements, or parts thereof. For example, you may require a facilitated process to identify a critical challenge or opportunity, or you may have already clarified this and wish to move directly to the development stage. The process follows the ADDIE model of instructional design, overlaid with a change management lens using human centered design principles (in most cases).
ANALYSIS
Exploring the questions: What is the impact of the current solution/practice? What's going on? How do we know? Why is improvement needed? Where do we want to be?
Analysis and interpretation of whole-organisation and specific department/group data sets from multiple sources to determine state of play and opportunities for improvement. Evaluate the alignment of existing learning designs with the strategic plan and/or desired vision for improvement. Identify area for desired improvement to articulate a case for change.
Utilise rigorous processes to investigate the efficacy of current practice to identify both opportunities, strengths and efficiencies, as well as organisational obstacles, inefficiencies, and inconsistencies. Develop and conduct a learning needs analysis. Synthesis findings and consult with stakeholders.
Identify and map priority learning needs in collaboration with identified stakeholders and assess readiness. Articulate a clear focus for the learning & development in relation to vision, values, strategic intent and operational targets. Develop shared aspirations and a deep understanding of the drivers of improvement.
DESIGN
Exploring the question: What steps will get us to where we want to be?
Co-construct training & development goals, criteria for success and steps to be taken to achieve them, in collaboration with all stakeholders including SMEs. Frameworks, continuums, or matrices may be designed to detail the skill, knowledge, outcomes or competency progression that will guide the solution. Determine the evidence-based pedagogical strategies for high-impact and high growth that will be utilised. Multiple sources of feedback (e.g observation, coaching, action research) tools and processes to measure progress are customised and differentiated according to need. The result is a learning solution that is in alignment with your vision, values and strategic/operational intent.
DEVELOPMENT
Exploring the questions: What will the impact be? How will it look?
This stage includes collaboratively developing the fit-for purpose learning solution and planning for its implementation. Utilising adult learning and human-centered design principles, the authentic learning & development experiences, resources and materials are created. The completion of this phase indicates readiness to move to implementation.
IMPLEMENTATION
Implement the learning solution/s and refine in progress where needed.
EVALUATE
Exploring the questions: How is it going? Is the impact as intended? Is the improvement sustainable?
Validate the effectiveness of implementation through feedback and data analysis (using the agreed upon measures of progress) against the anticipated impact. With flexibility and responsiveness, data is used to identify and address any gaps in the solution and to make any necessary refinements. Data is consistently reviewed to inform emerging needs and the next steps. Formally report to all stakeholders on progress towards goals.
A full design service utilises evidence-based models to design high impact learning for organisational change and includes all aspects of a design from evaluation to monitoring. The partial service includes a combination of one or more elements, or parts thereof. For example, you may require a facilitated process to identify a critical challenge or opportunity, or you may have already clarified this and wish to move directly to the development stage. The process follows the ADDIE model of instructional design, overlaid with a change management lens using human centered design principles (in most cases).
ANALYSIS
Exploring the questions: What is the impact of the current solution/practice? What's going on? How do we know? Why is improvement needed? Where do we want to be?
Analysis and interpretation of whole-organisation and specific department/group data sets from multiple sources to determine state of play and opportunities for improvement. Evaluate the alignment of existing learning designs with the strategic plan and/or desired vision for improvement. Identify area for desired improvement to articulate a case for change.
Utilise rigorous processes to investigate the efficacy of current practice to identify both opportunities, strengths and efficiencies, as well as organisational obstacles, inefficiencies, and inconsistencies. Develop and conduct a learning needs analysis. Synthesis findings and consult with stakeholders.
Identify and map priority learning needs in collaboration with identified stakeholders and assess readiness. Articulate a clear focus for the learning & development in relation to vision, values, strategic intent and operational targets. Develop shared aspirations and a deep understanding of the drivers of improvement.
DESIGN
Exploring the question: What steps will get us to where we want to be?
Co-construct training & development goals, criteria for success and steps to be taken to achieve them, in collaboration with all stakeholders including SMEs. Frameworks, continuums, or matrices may be designed to detail the skill, knowledge, outcomes or competency progression that will guide the solution. Determine the evidence-based pedagogical strategies for high-impact and high growth that will be utilised. Multiple sources of feedback (e.g observation, coaching, action research) tools and processes to measure progress are customised and differentiated according to need. The result is a learning solution that is in alignment with your vision, values and strategic/operational intent.
DEVELOPMENT
Exploring the questions: What will the impact be? How will it look?
This stage includes collaboratively developing the fit-for purpose learning solution and planning for its implementation. Utilising adult learning and human-centered design principles, the authentic learning & development experiences, resources and materials are created. The completion of this phase indicates readiness to move to implementation.
IMPLEMENTATION
Implement the learning solution/s and refine in progress where needed.
EVALUATE
Exploring the questions: How is it going? Is the impact as intended? Is the improvement sustainable?
Validate the effectiveness of implementation through feedback and data analysis (using the agreed upon measures of progress) against the anticipated impact. With flexibility and responsiveness, data is used to identify and address any gaps in the solution and to make any necessary refinements. Data is consistently reviewed to inform emerging needs and the next steps. Formally report to all stakeholders on progress towards goals.
High Impact Learning & Assessment
FACT: Some methods of learning are more effective (higher impact) than others.
We help you get the most from your learning solutions by using evidence-based instructional methods, reliable cognitive research and education, quality progression matrices and years of relevant experience.
We help you get the most from your learning solutions by using evidence-based instructional methods, reliable cognitive research and education, quality progression matrices and years of relevant experience.
Learning Architecture & Protocols
Development and mapping of a continuous learning culture aligned with the objectives of your business or organisation.
Building the Solution would typically include an online learning guide which maps all formal and informal activities to management/leadership core competencies and provide tools, quick tips, key assignments, reading references and self-coaching guidance based on the learning needs of the target group.
Results in savings to the bottom line, identifies gaps according to specific filters that can then be customised further for personalised learning.
May include the development of any of all of: capability matrices, progression continuum, curriculum sequence, frameworks, norms & protocols, policy & processes.
Building the Solution would typically include an online learning guide which maps all formal and informal activities to management/leadership core competencies and provide tools, quick tips, key assignments, reading references and self-coaching guidance based on the learning needs of the target group.
Results in savings to the bottom line, identifies gaps according to specific filters that can then be customised further for personalised learning.
May include the development of any of all of: capability matrices, progression continuum, curriculum sequence, frameworks, norms & protocols, policy & processes.
Evaluation & Review
Evaluations or reviews at regular intervals insulate your commitment to continuous improvement and success for the long term.
Using rigorous processes of critical analysis, an evaluation looks at the impact of your current solution, strategy and performance, on your improvement goals.
A review looks at your key resources, policies, processes, and technologies to determine current knowledge, practice, capability and capacity, for the purpose of making recommendations for strategic or operational improvement.
Using rigorous processes of critical analysis, an evaluation looks at the impact of your current solution, strategy and performance, on your improvement goals.
A review looks at your key resources, policies, processes, and technologies to determine current knowledge, practice, capability and capacity, for the purpose of making recommendations for strategic or operational improvement.
Strategic Planning
Analysis of current performance, identifying areas of good practice within your learning architecture, as well as areas for improvement.
Collaborative co-creation of an actionable strategy to address gaps and harness opportunities to achieve your learning objectives that are aligned with strategic, long term goals.
Formulation of goals, targets, key improvement strategies and actions with recommended learning phases set within a framework to leverage improvement.
Collaborative co-creation of an actionable strategy to address gaps and harness opportunities to achieve your learning objectives that are aligned with strategic, long term goals.
Formulation of goals, targets, key improvement strategies and actions with recommended learning phases set within a framework to leverage improvement.
Learning Design
Providing engaging learning and development solutions for all learners as well as optimizing your technology investments.
Read more at Elearning Content Creation
Read more at Elearning Content Creation
Coaching
Insightful and focused coaching to support executives, leaders and employees to deepen their capabilities, enhance their value and achieve professional goals and personal satisfaction.
Research & Advocacy
High level analysis, critical thinking and synthesis applied to a focus area to build a case for change or new innovations.
Excellent written & verbal communication skills, to represent, influence, negotiate and advocate for your organisational vision, project or perspective.
Excellent written & verbal communication skills, to represent, influence, negotiate and advocate for your organisational vision, project or perspective.
Vision, Culture & Identity Formation
Develop or refresh your vision with a facilitated, intentional process.
Audit your policies, practices and organisational culture to highlight areas not in alignment with your vision and values and make recommendations for organisational expression to better reflect and align with vision and values.
Development of staff training and learning to communicate and provide exemplars of how vision and values are lived and expressed in the organisational culture.
Audit your policies, practices and organisational culture to highlight areas not in alignment with your vision and values and make recommendations for organisational expression to better reflect and align with vision and values.
Development of staff training and learning to communicate and provide exemplars of how vision and values are lived and expressed in the organisational culture.
Data Analysis & Report Writing
Analysis of multiple sources of your data for guidance on how your business, organisation and learner/employee success can be optimised. For your special projects.
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