LEARNING AT WORK
Explore customized solutions that help develop people engagement & development to meet emerging challenges in our remote and onsite work world.
Real world managers, require real-time solutions. Development of those solutions comes from management teams that invest in well facilitated, collaborative and honest dialogue centred around management learning.
Our manager mastermind is the perfect starting point for management teams that are ready to level-up. This journey starts with a deep dive into the design of a meaningful learning path. Following that we invest in a multi-day leadership offsite with interactive learning and development. With the stage now set, we meet regularly as a management team to explore and grow throughout the remainder of the fiscal year on a regular basis.
- Build a more cohesive and engaged management team that is focused on enterprise metrics.
- Explore how to maximize your management teams competitive advantages to create business solutions.
- Discover insight and support from your colleagues pertaining to your real business problems.
- Walk away with road-ready tools and continuous support as your managers implement and grow the business.
- Learn high performance leadership skills to help fill the managers tool kit for leading their teams and targets.
- Laugh, Learn, Engage and wonder "how can learning be this much fun?"
Tyler’s out-of-the-box manager mastermind journey is unique and on target. We work alongside your business leadership team to scope out a series of learning objectives that will level-up your management team.
We employ high performance learning tools like: multiple intelligences, gamification, adventure based learning, and more to ensure that your program is on target and exciting.
The next step in your management teams development is adding super-sized out-of-the-box fun covered in learning awesomesauce - and that's our speciality.
On Site
Virtual
Hybrid
Retreat
CASE STUDY: HEALTH CARE MASTERMIND
Problem: How do we develop managerial skills in a sustainable, developmental and powerful way for busy healthcare professionals?
Mastermind Learning Outcomes:
- Increase new operational management skills and behaviours.
- Create a forum for interdepartmental communication and problem solving.
- Build a forum to collect and share best practices.
- Respond to a stated developmental goal of managers.
- Have fun learning new skills.
Solution: This was a great project to be involved in. First, we performed an intake of our clients managerial learning needs. From there we designed a program that integrated experiential learning, powerful facilitation techniques, and cutting edge research into a program that fit into multiple bite sized pieces.
A core group of managers were invited to regular meetings aligned with "longer lunches." Tyler joined them to deliver the structured components and manage the subsequent learning interactions.
Benefits that the mangers realized included: a management forum to discuss timely business issues, a linked peer-to-peer network of like minded professionals, cross pollination of ideas/actions across work teams, understanding of staff potential and management styles that work, and new ideas to reach and engage employees - to name a few.
This program also included access to our powerful online learning suite and team engagement tools. Managers have 24/7 access to e-learning and engagement tools to help put the things they learn at lunch into practice immediately at work.
For some remote learning is a result of the pandemic - for Tyler it's the world finally catching up. For over a decade Tyler has invested in developing remote learning solutions and consulting on how to level-up the engagement of remote teams.
Your learners are being required to learn remotely, and that's here to stay. Tyler and his team will help to ensure that the engagement and application of learning maintain at the forefront of the learning path.
This journey starts with a discovery session and deep dive into your current offerings, instructor/facilitator skill set, and desired learning outcomes. From there we provide a detailed report and path that will enable you to make decisions on where to invest your efforts for maximum impact. Finally, we will help you to roll out engagement recommendations from studio set-up and trainer-training to LMS gamification and tool design for asynchronous/synchronous learning events.
- Investigate your current offerings, tools, and bench strength to achieve your specific learning outcomes.
- Assess your learner engagement scores and gaps.
- Report on ways to level-up your learner engagement using professionally designed tools, simple tweaks, and trainer-training.
- Deliver a full suite of tools and training programs that follow the agreed to development path.
- Coach and consult with senior leaders and trainers on the implementation and learning with an aim at increasing learner engagement.
- Develop learning tools that support your business in retention and engagement of learners.
- Level-up your learners engagement and learning experience leaving them with the desire to come back for more.
Learning remotely offers lots of amazing tools and opportunities for your business and the learners. In order to maximize the competitive advantage that engaging remote learning has to offer, you need to ensure that your learning design is solid.
This solution will not only be your solid foundation - but we will help you to build an innovative and sustainable learning enterprise.
On Site
Virtual
Hybrid
Retreat
CASE STUDY: REMOTE LEARNING FINANCE
Problem: How do we level-up our remote course's student engagement as we support 40 000+ professional learners?
Mastermind Learning Outcomes:
- Assess current remote learning practices and make recommendations.
- Build and deliver remote learning strategies and tools that can be used by course instructors.
- Coach and train-the-trainers to actively implement remote engagement tools.
- Provide ongoing support to trainers for twelve months.
Solution: We started at the beginning of the student experience and examined how their courses were listed, pre-course communications, tech set-up, and more. From there we took the time to sit in and audit several courses, with different instructors. We examined their existing strategy including their LMS, teaching tools, slide decks, handouts, activities, etc. Further, we conducted two separate focus groups and online surveys, one for instructors and the other for learners.
Once we completed the discovery phase we prepared a report for their management team to review. I was jam packed with our findings and remote engagement recommendations. We hosted a meeting to discuss next steps and prepared a road map to accomplish the agreed to path.
Throughout the next year we developed remote engagement learning tools and activities, consulted on the course listings and communications with students, conducted train-the-trainer sessions with instructors, offered a coaching line, provided asynchronous courses for the instructors to sharpen their saws, and more.
Sometimes off the rack training won't do. You have specific learning needs, constraints, resources, timeframe, etc. Tyler loves to help strategize and deliver on target custom learning programs - so you grow where you need to go.
Wether you are Tyler's competition and you want to refresh your Team Building activity offerings or a Fortune 500 manufacturer who wants to improve your Customer Service Culture - Tyler does that.
Tyler conducts a deep dive into your learning needs and together frame what a successful learning deliverable looks like. This can range from multi-day learning retreats to micro-learning module based programs. What makes us different is our approach that combines Multiple Intelligences with Experiential Learning and Gamification. It's a pretty awesome combination.
- White board and Strategize with your learning team the scope of the program and nail down measurable learning outcomes.
- Evaluate the learners profile, program time investments, etc. so that we build a tailored fit with no fluff.
- Create a customized learning path that ensures that the deliverable is on time, on budget and on point.
- Develop content that uses current best practices and research to inform the learning components.
- Create a custom learning package that can include components like: handbooks, videos, initiative tasks, epic adventures, and more.
- Develop and deliver the program as scoped, i.e. train-the-trainer, direct delivery, asynchronous, etc.
- Conduct an evaluation and provide follow-up support.
Custom learning design is a great way to add refreshing new content to your existing training programs or build new ones to solve emerging needs. Learning is the lifeblood of an organizations ability to create a strategic advantage over your competition.
We want to be your partner in building a strong competitive advantage through an engaged and inspired workforce.
On Site
Virtual
Hybrid
Retreat
CASE STUDY: CUSTOMER FIRST CULTURE
Problem: How do we include every employee in defining a customer first culture in a manufacturing plant without a full shut down?
Customer First Learning Outcomes:
- Design a program that enables all 3500 manufacturing employees to add their voice to the customer first culture definition, without any delay to the factory.
- Build a train-the-trainer program that can be replicated in other branded factories globally.
- Develop front line managers and team leads as program leaders and instructors.
- Design the program to speak to a diverse set of learners.
- Create a lasting impact and installation of the learning objectives inside the factory.
- Complete the entire program design, delivery and evaluation in 90 days.
Solution: Conduct a deep dive into the current global training approach for the branded company. Spend time with managers and floor influencers to understand the current culture and what metrics could be used to inspire change. Perform a literature study and interview experts in the field to inform key performance design components.
Create a design template that speaks to a multi-domain approach to learning, with a heavy lean towards kinesthetic, visual and interpersonal intelligences. Vet the program with management to ensure that it speaks to the corporate constraints and their site specific learning needs.
Invite front line mangers and team leads into a train-the-trainer day and get them up to speed on the program and how to deliver it... when for some this is the first time they have ever trained.
Deliver the same program over two separate days. Then, evaluate and install the deliverables in the factory and reinforce the learning.
All in 90 days.
Building a program that is content rich, entertaining, and relevant to a learners immediate learning needs is the sweet spot of Tyler's micro-learning sessions. For over 30 years Tyler has been researching and experimenting with learning technologies that focuses just in time learning.
Tyler has ADHD. This "gift" has required him to lean in small chucks. This chunking of information is cornerstone to the delivery of high quality micro-learning sessions. Given the demands on frontline leaders time and energy finding time to invest in learning and growing their skills is difficult.
This is where the magic of micro-learning responds to the challenge of finding time to learn things that can be immediately used to improve the challenges of the everyday.
- Establish the specific learning measures that will need to be met to respond to the clients learning needs.
- Conduct a deep dive into the industries best practices and current content specific research to create a firm understanding of program content.
- Distil program content into learning tools that speak to multiple learning domains.
- Build professional learning tools that can be measured for success and can be delivered in bite sized chunks.
- Design a comprehensive learning map that guides learners through the program in a developmental and engaging way.
- Reward and recognize learner accomplishments and design gamification Into the learning path.
- Evaluate the program and tweak areas that need improvement and focus.
Frontline leaders are the lifeblood of a business. They communicate to both sides of the business (production and management). Being gifted with a role as a front line leader means you are likely the best functional performer of a specific job related task - and that task is not likely supervisory management. Micro-learning is the perfect way to deliver immediate knowledge that is actionable to help ensure that the vital frontline link continues to increase its strength.
On Site
Virtual
Hybrid
Retreat
CASE STUDY: RETENTION THROUGH LEARNING
Problem: How do we engage our front line managers in a program that will encourage retention and skill development of our top 10%?
Mastermind Learning Outcomes:
- Increase supervisory management & leadership skills and behaviours.
- Create a forum of structured mentoring that effectively transfers .
- Build a learning tool based on national standards.
- Create a program that promotes retention and engagement of staff.
- Have fun learning new skills.
Solution: Through a careful study of industry standards and practices a structured mentoring program was designed. The program targets the busy mentor, with sessions that are completed “in the time it takes to drink a cup of coffee.”
A comprehensive list of sessions (52 in total) were created with specific educational outcomes, performance measures, learning tools, handouts, and more.
Sessions included both hard and soft skills, from push/pull techniques and performance management to conflict communication strategies and team building.
Following the design Tyler provided an intensive train-the-trainer program for the mentors and follow-up coaching as they implemented the program. Further, we developed an online e-learning tool to help support the mentors and mentees.
Building engaging and hilarious training videos is a great way to get your team to learn new concepts.
If your business is looking for a way to keep people watching - add a bit of fun, glam, and magic to your next training video. With out full service video production team we will make your next learning video one that your team members will want to watch again and again.
We will work along side of your leadership team to drill down the learning needs for the video, create a script, production notes, collateral, etc, etc. We are a one stop shop ... all you have to do is provide information and feedback along the way.
- Establish the specific learning measures that will used to create the script and ultimately the video product.
- Conduct an intake with your leadership team to scope out the video needs and creative direction.
- Distil the information from our intake into a workable script.
- Co-create with technical experts the video productions so that it meets your exacting needs.
- Coordinate all the needs of making a high quality and engaging video from set to talent and location to craft.
- Share and transfer the videos for your senior leadership to disseminate with your teams.
Building videos is a great way to create a library of engaging tools that can be reused to train staff as they emerge into new roles within the business. Let our expert staff work alongside your leadership team to co-create focused learning tools that can be a lasting tool or a fun injection at an upcoming meeting or event. There are so many ways that video can provide value to your business from learning sessions to conference kick offs, and online teasers to quick reminders.
On Site
Virtual
Hybrid
Retreat
CASE STUDY: VIDEO SHORTS LEARNING TOOLS
Problem: How do we share boring information on cyber security to our global team in a fun, effective and efficient way?
Mastermind Learning Outcomes:
- Deliver learning videos that promote good cyber hygiene.
- Establish tools that can be used as part of regular training that add levity and content to training programs.
- Create a different, and less serious tone, towards the delivery of the serious subject of cyber security.
- Use humour to increase learner engagement through online video tools.
Solution: We started by conducting in-depth interviews with project managers and leaders. Following that we received and studied the businesses current approach, and collateral related to cyber security. Then, with the client established a set of 6 video topics and measurable learning outcomes for each video.
After the intake of the program our team went to work writing content rich videos that were engaging and humorous. Once the content was written, we shared the draft scripts for comment by the clients team. We then made adjustments based on their feedback and resubmitted the scripts for final approval.
Next, we set to work securing the videography team, locations, post production, props, sets, and all the movie magic needed to make these low budget videos feel like Hollywood hits.
We spent several days shooting and performing post production magic. We were then able to share with a red carpet launch the videos for the client. Once the videos were approved, we swept up the popcorn that was in the isles of the theatre and called Steven Spielberg to see if he needed a hand.