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Active learning is our core delivery model in which; Participants are actively or experientially involved in the learning process and where there are different levels of active learning, depending on Participants involvement.
To make learning sticks; we need to build a bridge between Science and People's Experience, Attitude & Belief.
Our approach focuses not on helping people learn but on helping them solve problems in the real world. Transfer of learning, not the event, is the hero. And it targets not just the learners but also their managers, peers and the cultural context in which they apply what they learn, so it’s almost impossible not to put new skills into glorious practice.
We believe work should be more rewarding, more productive and more fun. It is estimated that we spend 32% of our day at work. A positive working environment ensures we enjoy this time and creates the optimal conditions for success. Research proves it - high levels of engagement, in turn, drive business success. A large proportion of transformation failures are due to negative attitudes. Focusing on mindset up front makes all the difference.
Turn learning into action by tapping into the scientific principles of behavior change.
Our methodology is based on rigorous psychological and business research about the way people learn and, importantly, what makes that learning stick. After all, it’s only when learning translates to action that a return on investment is realized.
The methodology has two core components: the individual participants’ learning journey, and the broader social and cultural context in which they apply that learning
It focuses on a continuous cycle of three distinct phases:
Engage: Get excited about what there is to discover
Participate: Discover new tools and techniques in the workshops
Activate: Try out new discoveries, and report on what happen
It is all about setting 'Principles', we all believe that everyone has his own experiences. So, we need to set the model, put perception aside and open our mind for new understanding. It is only by seeing things based on the correct principles that we achieve success and happiness.
In order to understand paradigms, we encourages participants to think. And the best way they will, by giving them a case; where there aren’t a solution, and ask them to find a way of how to go somewhere.
In order to obtain useful learning; we need to discuss what happen?! ... A free open discussion where participants share their experience. Discuss all together about the key learnings of this experience. And come out with the three main learning lessons; What went well? What didn't go well? What could be done better?
Part of learning with a purpose is knowing what skills are needed to achieve your mission. Through a series of fun, engaging activities, Participants Explore through learning theories, educational guides and useful tools all the useful knowledge & skills that help them Excel in their Jobs.
Developing an action plan can help Participants turn the Knowledge into Reality, and increase efficiency and usage of what they have learnt. We ask participants to describe the way they will use this knowledge to meet their organization objectives; through detailed action steps that describe how and when these steps will be taken.
Active learning should transform participants from passive listeners to active participants and helps them understand the subject through inquiry, gathering and analyzing data to solving higher order cognitive problems.
There is a proven framework that turns learning into action by tapping into the scientific principles of active learning:
Purposive: the relevance of the task to the participants' concerns.
Reflective: participants' reflection on the meaning of what is learned.
Negotiated: negotiation of goals and methods of learning between facilitator & learners.
Critical: participants appreciate different ways and means of learning the content.
Complex: participants compare learning tasks with complexities existing in real life and making reflective analysis.
Situation-driven: the need of the situation is considered in order to establish learning tasks.
Engaged: real life tasks are reflected in the activities conducted for learning.
