Learning and Development
Learning Is Different To Training. For any L&D Program to be effective it Must Be Linked to the Needs of The Business and its Strategy.
Tomorrows leaders today
Any L&D Process must be linked to the execution of strategic plans, the building of business acumen, the desired culture, and the future needs of the business
Learning is everything you do:
The Return on Investment (ROI) and Return on Effort (ROE) Measures for L&D must be aligned and linked to the needs of the business via the utilisation of an Adult Learning Framework (not training) using a 70-20-10 Model of Learning
- 70% of All Learning is On the Job (Experiential: Learn through Practice – Application)
- 20% of All Learning is via a Colleague (Observation & Application)
- 10% of All Learning is in a Formal Setting (Training – Classroom Setting)
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Learning & Development Services
- L&D Effectiveness and Impact Audit
- Co-Design Syllabus & Pedagogy Methodology
- 70-10-10 L&D Framework Application
- Learning Forum Scope & Methodology
- 3 Year Learning Guides (Lead your own learning tool)
- L&D Passport for Operational Staff
- L&D Evaluation
- L&D Cadence Tools and Frameworks
What Our Clients Have to Say
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Adult learning involves everything you do – If Learning is limited to ad hoc training schedules and activities – it will be a total waste of time and resources
– David Stewart
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Every assignment is unique – nothing is pulled off the shelf – but certainly there are common themes and issues all teams have
