Our 3-Dimensional Learning Model creates deep change in individuals and organizations by connecting our learning with what they think, feel and do.
Based on our many years of working with organizations, we have found that transformational learning—the kind of learning that results in deep change—happens when we engage people on multiple levels or dimensions. In our experience, if you do not connect learning and development experiences across all 3 dimensions, then learning is superficial and does not deliver the kind of lasting impact individuals and organizations need to be successful.
So how do our team of experts and facilitators engage people across all 3 dimensions?
Our facilitators are experts in their field and engage participants to learn the relevant content and concepts using a variety of approaches. They incorporate discussions, lectures, readings and case assignments to provide foundational knowledge.
We believe there is often an emotional trigger that must be pulled to get people to absorb new material in a way that might galvanize them to change some tangible aspect of their behavior. For this reason we always try to make learning personal and connect learning to an underlying emotional response– whether that is by linking program content to your specific situation and challenges or through experiential learning. Outside immersion exercises such as observational research, interviews with customers and experiential learning techniques all work in a way that connects emotional triggers for learning.
Students must get their hands dirty, practicing or applying the concepts we deliver. Often our facilitator’s role becomes more coach than teacher. A common way to do this is through applied learning exercises such as role playing or hands-on problem-solving activities. For greater impact, we leverage integrated project work or facilitate a client team through an experience that addresses some specific problem or issue that is important to them. For example, rather than teach strategy, we guide a client team through the strategy development process, teaching needed elements along the way.
We believe this helps our participants move past superficial knowledge, producing (we hope) sustainable learning.
“I hear and I forget. I see and I remember. I do and I understand.” — Confucius