Our vision of learning
Start with practical application as the starting point
Learning is often most effective when it can be applied quickly. Isn't it then logical to offer learning as close to the moment of use as possible? Our training vision is therefore based on experience-based learning.
Participants experience and experiment themselves in order to come to new insights and to realise a sustainable change in behaviour. In line with this, we apply the so-called 70:20:10 principle. This means that 70% of the learning activities take place through experiences in the participant's own work environment. 20% of the learning time is reserved for feedback, coaching and sharing best practices. The remaining 10% is spent on classroom training and reading appropriate literature.
We are used to coming up with a solution for a challenge within the organisation based on the 10%. This solution is often a classroom training or an elearn. However, this does not always provide the most effective solution for the challenge that the organisation actually faces. Learning solutions in the '70' and the '20' could provide more effective and faster solutions for that specific challenge.
We therefore start designing solutions by analysing the challenge, the learning objectives and the 70:20:10 options with the greatest expected impact. In doing so, it is important to have an eye on the total: probably a mix of interventions at 70, 20 and 10. To this end, we use bridging learning forms in our programmes, such as intervision, learning from others, coaching and self-assessment. Everyone has their own learning preferences, so we offer various learning methods to encourage people to continue to develop their skills, knowledge and behaviour during our programmes and pathways.
Co-creation
We also strongly believe in co-creation. By working together with our client, we develop a learning solution where the context is optimally related to the organisation and relevant to individual participants. The same applies to the content of the training. To maximise the effect of a training course, we focus on defining goals and expectations, establishing knowledge levels and choosing the right training formats before the training starts. After the training, the focus is on the transfer of knowledge and experience gained to the workplace, the evaluation of the training itself and the results achieved by the participants.
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