Partners in Learning Design

PARTNERS IN LEARNING DESIGN By Primeast

Leadership . Consulting . Training . Coaching . Design .

Tell me and I forget, teach me and I may remember, involve me and I learn

Benjamin Franklin

Why Learning Design is important

As businesses face increasing change and challenge, our ability to attract and retain the best talent has become critical. Employees do not arrive at work, complete and perfect. They are unique; each with their own unique talents and perspectives. Employees need and want to grow. Employers must support them on their individual developmental journey. We must prepare them for an increasingly complex future. Academic learning will not grow a workforce that is agile, mentally fit and high skilled. Inner development must be a part of the learning and development agenda.

Because we are all unique We design for all 4 dimensions of learning. Learners develop knowing, thinking, feeling and connecting skills .

OUTER GAME

INNER GAME

Learning experiences designed to practice and apply skills - interactions at work, learning from others, socialisation, understanding identity

Content designed to grow knowledge base, technical updating & to develop critical thinking

COGNITIVE

RELATIONAL

Activities designed to build engagement, self-awareness, understanding perspectives of others, reactions, feelings, mindset EMOTIONAL

Creating opportunities for learning transfer - on the job, live projects, & practicing with critical reflection & developmental feedback

PRACTICAL

Adult Development and Leadership Development Design

Leaders need to be able to achieve results, bring out the best in others, lead with vision, continuously evolve and grow, act with integrity and courage and improve organisational systems. Leaders can be developed – requiring a transformational journey that comprises both inner and outer development. All people adopt and learn survival skills and sense-making skills in their formative years. Sometimes these can lead to behaviours which negatively impact on others and limit performance. The leadership development journey needs to include self-awareness to be able to recognize these behaviours, and support to change thinking, habits and behaviours, resulting in a positive impact on others.

Creating Meaningful Learning Experiences

PEER-TO-PEER/SOCIAL LEARNING

E-MODULES

EXPERIENTIAL

COACHING & MENTORING

SELF-DIRECTED

VIRTUAL INSTRUCTOR LED

LIVE PROJECTS

SIMULATIONS

WEBINARS

MASTERCLASSES

FACE-TO-FACE

MICROLEARNING

DIAGNOSTICS

ASSESSMENTS

TEAMBUILD

The work we do

Virtual Career Coach

Commercial Immersive Learning

Self-Directed Practice

Interactive Feedback

Growth Mindset Simulation

Goal Setting Micro-Learning

Consult, Design, Deliver, Measure

We begin by understanding what the learner needs and must be able to do as a result of the experience OUTCOMES-FOCUSED

C

Design

H

B

D

Impacting Performance

Evaluate & Measure

Develop

Research & Planning

Working collaboratively

Consultation & Briefing

Rollout

Testing

E

A

G

Refining

F

How We Work with You

Our approach is learner centric. We work collaboratively with your team to achieve the best programme design based on proven experience – we know what works.

Cutting Edge Pioneering and best practice. Experienced in employing world-class, proven tools, diagnostics and assessments for deep learning, supporting the individualised learner journey

Experiential learning Designing activities where practice improves performance and leads to real behaviour change

Shifting Mindset Designing programmes to develop consciousness, shifting mindset and changing behaviours for better results

Global Local Experienced in designing for global/regional audiences

Measuring the Impact of Learning

Session Evaluations Provided as standard – using improved research questioning to capture more valuable data and to inform a continuous improvement design process Impact Survey Conducted 6-8 weeks after the programme is complete, to participants and selected stakeholders e.g., colleagues, customers, line managers Includes pre-agreed KPI to support business objectives and learning impact on the business (Kirkpatrick Level 4 +) Plus 1-2 follow ups over the course of year 1 Data provided on dashboard for easy display of session evaluations & impact survey results

Pre-Programme Design

Needs Analysis Skills Assessments Development Centres Communications Strategy Employee Development Programmes/Appraisal Frameworks Competency/Behaviour Frameworks

Experiential Activity Design

Groupwork Outdoor Teambuilding Virtual, face-to-face or blended experiential Learning by feeling and doing Practice, reflect and develop builds confidence

In-programme Design

Personal insights/diagnostics/ assessments Micro-learning activities Breakout activities Peer learning activities

• Learning Nudges/Bulletins • Signposting to learning resources • Digital Toolkits & content licensing • Job Aids • Learning cultures • Learning support systems • Coaching • eLearning modules/Rise & Storyline packages

Embedding Learning

What our Clients Say

When we needed to introduce a new way of engaging our 24,000 staff, including around 4,000 managers, in wellbeing, performance and growth, I had no hesitation in consulting the Learning Design Studio at Primeast. They worked in close partnership with us to promote our “4Talks” programme through interactive webinars which engaged up to a thousand participants at each event. They also designed and delivered virtual instructor-led training (VILT) for the managers who would lead the changes as well as eLearning programmes to support managers and team members in the behavioural changes needed to put our people in the “driver’s seat” of their own careers.

- Cathy Yarrow

Director, Learning and Development, Global Payments

Need help to develop skills in a meaningful way that delivers results?

Beth Williams - CEO, Primeast North America +1 609 642 8821 beth.williams@primeast.com

Sarah Morgan - Director/Head of Sales & Marketing EMEA/Global +44 (0)1423 531083 sarah.morgan@primeast.com

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