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Impact
recognizes that the knowledge-based component of any training
program encompasses only part of the necessary content needed
to effect lasting, authentic, and positive change. These other
components are based on emotions, attitudes, values, personality
characteristics, and other qualities that are not always affected
by the acquisition of new knowledge or skills. Our programs address
the following key concepts in learner performance:
Motivation
Incentive
to learn can stem from many areas: a strong desire to please,
intrinsic interest or value in the subject itself or the status
or benefits accompanying new learning of skills. A common factor
with motivation, however, is that it must be present or learning
will be transient and shallow.
What
can Impact do?
We
help organizations by monitoring learner readiness to accept new
knowledge or skills and by working with learners through a structured
or semi-structured pre-training phase.
Reinforcement
Learning
that leads to a positive outcome such as recognition, promotion,
or increased job efficiency will be more successful. However,
such rewards are unique to each individual. Without knowing what
drives an employee to succeed, a training program can miss the
target and fail this individual or the entire group.
What
can Impact do?
Our
programs use self-directed strategies and benefits to customize
the experience for each individual. As learning occurs, individuals
reach self-generated benchmarks to reinforce their progress. Learning
becomes personal and relevant to the learner's experience, style,
and needs.
Knowledge of Results
Feedback
throughout the learning process and after its formal completion
leads to substantial individual and organizational gains. Knowing
what skills or knowledge are deficient while engaged in new learning
encourages quick adjustments in focus or attention. In addition,
learners in workplace training programs need to have tangible,
clear expectations and understanding of how their new skills and
knowledge will make a difference to the overall organizational
objectives and work product.
What
can Impact do?
Our
trainers provide ongoing and meaningful feedback throughout the
training period and build processes for individuals to continue
self-monitoring of performance long after the course itself finishes.
Authentic Learning
Learners
require practice and experience to become proficient and for a
transfer of learning from the theoretical to the actual to take
place. Authentic learning is the process by which all key concepts
are pulled together. When training is integrated into daily workplace
tasks and activities, feedback is received, behaviours are reinforced,
and, if successful, motivation surges.
What
can Impact do?
We
realize the importance of individuals' multifaceted lives and
design authentic learning to address both workplace and non-workplace
experiences. For example, interpersonal skill development is enhanced
by authentic learning that considers work, family, and social
factors. Our trainers become resources to offer ongoing support
and new knowledge to ensure individuals proceed at a pace and
level of difficulty suited to their unique circumstances.
Contact
us for more information.
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