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Category Archives: Workshops

The Battle For Attention – (we can’t afford to be boring anymore)

By Randy Sabourin

The two significant outcomes of Learning & Development (L&D) organizations are increasing the knowledge and improving the skill of its participants. The currency that learners pay for these outcomes is their attention, which has been a highly-valued commodity ever since stall merchants competed for it by calling out at market to sell their goods. Today, our attention is demanded by theblog2 screens that we work and play on, advertising designed to prey on our deepest fears and dreams, and of course, the really important things like family, friends, walking the dog – you know, reality.  Combine this well-crafted assault on our attention and our obligations to reality it’s no wonder that when you see the data on the meager effectiveness of traditional L&D programs like Leadership Development, Sales Training and Coaching, they are typically the first to have their budgets questioned. Consider the following numbers released at a recent industry event:

  • 43% of employees reported being bored and disengaged at work
  • 80% of those believe that the opportunity to learn new skills would increase their engagement
  • 45% of employees believe that learning offered to them in their organization is not applicable to their day-to-day
  • 94% of CEOs are looking to their L&D teams to drive results
  • Only 8% are satisfied that they are getting what they need from traditional L&D.

Clearly, there is a demand for effective learning from executives and employees. However, the results speak for themselves.

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1:1 Deliberate Learning & Practice – Case Study

1:1 Deliberate Learning & Practice – NO Workshop Sales Training

Practica Learning combines 1:1 Learning and Scenario-Based Deliberate Practice to deliver a new approach to training a large or small group of participants quickly and cost effectively. The objective of this approach is to reduce the costs associated with low-retention Instructor Lead Training (ITL) and increase the skill level of each participant.

Executive Summary

Practica Learning has successfully designed and delivered a 1:1 Learning Program that converted two days of traditional workshop content into two forty-five minute 1:1 ‘tutorial’ sessions delivered over the telephone or synchronous video.  By removing learning in a group environment we can reduce the time spent by each participant in non-productive classroom activities. Each participant remains free from distraction and can focus, along with the facilitator, on understanding the content and developing skill. The motivation for this methodology is to quickly and cost-effectively increase the knowledge and skill level for conversation-based interactions such as coaching, customer service, sales, leadership development, change, diversity, and performance management. This case study concentrates on delivering a sales conversation process to 500 Salespeople.

The solution leverages a combination of:

  1. Facilitated content delivered through 1:1 tutorial sessions

  2. Interleaving and Spaced practice scenarios supported by feedback and coaching

  3. Roleplayer Coach assessment and feedback

The benefits:

  • Increase time to value for learning deployment and skill improvements

  • Measure performance and development of each participant by skill

  • Decrease cost per participant

  • Decrease time out of office, travel, lost opportunities

  • Remove all training licensing fees

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One Learner at a Time – Simplifying Learning & Sustainment

by Randy Sabourin

The complexity of deploying new training over a large number of learners can be an enormous undertaking. The challenge grows exponentially when the learners are distributed over a large geographic footprint and time away from the field negatively affects the budget and return on investment (ROI) objectives. Turning to a ‘one-size-fits-all’ e-learning program is often the solution even though the trade-off results in much lower knowledge retention and skill development.121

Rather than compromise with traditional one-to-many solutions driven by technology consider a one-to-one solution focused on people learning and practicing with people. Having had this conversation with many learning professionals the next step in the discussion is inevitably the reaction to the assumed increased costs associated with a one-to-one learning interaction. This assumption is incorrect.

The trend toward ‘bite sized’ or retrieval-based learning speaks to the awareness of one-to-one learning as a viable solution. It seems counter-intuitive to look to technology as the only path to solving what is effectively a one person at a time problem. The idea that one-on-one training is unaffordable is a common and incorrect assumption. Technology is not required to make the price point attractive. Continue reading

One-To-One Versus One-To-Many: Do We Really Need A Crowd To Learn?

By Randy Sabourin

Traditional learning wisdom tells us that if we need to educateworkshop-old or train a large amount of individuals, we gather them in a classroom or workshop with a teacher teaching and students learning. This process has not served us as well as it did Socrates, who had Aristotle and his peers search for the answers through group discussion and debate. The model of a single teacher educating a group of those eager to learn remains as the foundation for our educational system. This approach works well because students are truly learning new content and the teachers are more knowledgeable. When we graduate to a corporate learning environment we encounter a very similar delivery process. Participants experience a combination of ‘one to many’ workshops and webinars. This ‘one to many’ approach still rings true in a corporate setting economically until costs associated with travel and lost opportunities mount. Research reveals further challenges with the model:   learners only retain 15% to 20% of the knowledge provided during these group setting learning assemblies. Continue reading

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