The IdeaLearning Group Process

At IdeaLearning Group, we believe learning is an on-going experience not a one-time event. This belief drives our three-phase approach to employee development and training. Since our work is based on the latest research about the human brain and how adults learn and retain new information, we’ve built all the factors for a successful and complete learning experience into our programs.

This means you get a better return on your investment because your people approach learning more enthusiastically, retain more of what they learn, and apply their new learning to their jobs more readily. The end product? Real change and on-the job results.

We’ve explained each step of our process below.

Analysis

We begin with a thorough analysis to identify your desired business outcomes and the required changes in actions/behaviors you’d like to see. This may include discussions with stakeholders, participants, and participant’s managers/subordinates. We also get an idea of the budget for the project and what internal resources may be available, such as on-staff trainers.

Learning Experience Design

From there we put on our thinking caps to identify the experiences likely to achieve the desired results. We begin with the end in mind. Once we’ve designed the learning solution that best fits the desired end result and you have signed off on it, the participant’s Complete Learning Experience™ begins:

Learn more: Complete Learning Experience » Ready, Set, Learn » Think, Feel, Move » Use It Or Lose It

Evaluation

Throughout the Complete Learning Experience™ we evaluate results in terms of the business outcomes defined in the analysis. This thorough measurement continues for three to six months after the learning session. Results may be measured through participant feedback, traditional exams, observation of participants on the job, interviews and feedback from the participant’s managers and/or subordinates.