“In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists.” | Eric Hoffer
- Do you find it hard to keep up with the rapid changes in your industry?
- Do you struggle to keep your team up to date?
- Need to train your employees but don’t know where to start?
- Not sure if your training had an impact on your employees’ performance?
If you answered “Yes” to at least one of these questions, you came to the right place!
Your business is growing. You are working hard to recruit and build a winning team of talents, and you want them to keep winning. Unfortunately, in today’s fast-changing work environment, talent alone just isn’t enough to be successful. Technology is evolving, new tools systems are being introduced, strict regulations have to be implemented, and on top of that, you want to effectively communicate your company’s culture and values without keeping your employees from doing their work or simply boring them to death. It’s not easy, I get that.
Fortunately, there is a solution to these challenges, and it is called Learning Experience Design. See, in my experience, it’s tough to see what your company needs, looking from the inside. Over the years I had the privilege of working with and consulting to dozens of organizations, big and small, conservative and innovative, and I developed the expertise needed to analyze and identify where the gaps are that keeps your employees from achieving their business goals.
Sometimes, these gaps are pure knowledge related, that can be addressed with a short and focused training session. More often than not, I discover more profound gaps, like skills, motivation, habits or environment related problems that the learning experience design should address for.
After working for many years in a consulting firm, I thought I’ve seen it all. That is until I left for a new Training position at a successful Tech company, which I experienced first-hand what it is like to be a new employee all over again, with little to no training program to support my onboarding. I felt the overwhelming feeling of being new – the social awkwardness, the crazy amount of new tools and systems, the expectations of me, the key roles in the company and all the subtle “politics” around.
This was no easy experience I tell ya’, but it was a crucial one that I’m very grateful that I have gone through. As an independent consultant, I took this experience as a way to help me design learning experiences with the learner in mind, and use a Learner-Centered Design approach. I believe every design solution done with empathy for the user is a better one.