Services

Also referred to as platform or synchronous training, this is training that occurs in a classroom with all participants present with the instructor.

We provide everything from concept to Train-The-Trainer, we apply exacting processes to developing training and materials that include full documentation of each step.

Also referred to as computer or web-based, or asynchronous training, this is training that occurs anywhere, at anytime, without an instructor directing participants.

Same exacting processes as Instructor Led Training, but with the result being training materials that reside in a Learning Management System or on an electronic device.

Also known as hybrid or multi-modal, this training (when done well) uses the best of both Instructor Led and eLearning methods to deliver flexible, rich, and impactful training.

Blended training requires a nuanced understanding of learning theories, systems and processes, and the advantages and pitfalls of all modes of training. We apply the same processes to developing all training, but also conduct broader analysis of the training environment, processes, systems, and audience to develop a training program that maximizes the positives of all and mitigates the negatives.

We will review your course with a fine toothed comb. We will go through every aspect of your course from performance objectives to your assessment and evaluation plan. The result is a consultation where we discuss the strengths, weaknesses, opportunities, and threats to your course. We then provide a report with recommendations for improvement and considerations to be made.

Our course reviews are intensive, but they are designed for one end result – you having the best, most effective course for your participants to meet the level of competency you require.

Performance consulting is looking at your organizational needs, then analyzing your workforce, processes, and systems to determine what it is you need your employees to do and to what level of competency.

Often times training decisions are made without this analysis, which results in wasted money and time, poor performance, and low morale/high attrition. If you are not conducting a performance analysis before creating your training, you are missing a lot of important information and may be developing the wrong training.

It is not uncommon for an organization to decide they want a Learning and Development or Training and Education department within their organization, then promote a manager with no Learning and Development experience to run the unit. No strategic plan is developed other than “Give us a budget and timeline to operational.” This commonly results in a lot of wasted time, effort, money, and bad hiring.

No one builds a house of value without an architect doing all of the research, planning, and engineering. We have created many strategic plans for everything from entire businesses to industry specific learning strategy. We look at what your businesses needs are, develop a strategy for who and what assets you need, a budget, and, most importantly, options and contingencies.

Many organizations see their Learning and Development teams as a necessary evil that does not generate revenue. With the right strategy, not only will your L&D unit be magnify your revenue generation, but could actually develop revenue generating products.

If you need an organization built, people hired and trained, and processes established, we can do all of it for you. Why start from scratch when all of that already exists?

Your Training and Education or Learning and Development organizations should be your internal, objective third-party consultants for all things business related. Without the right people, infrastructure, plan, and processes, they can never rise to such a lofty goal.

We can build you that consultancy where you can save millions on hiring outside sources to do what a well developed L&D team could do for you, instead.