Workplace Learning and Performance
Our Workplace Learning and Performance services teach organizations how to develop learning interventions that promote teamwork, leadership, and growth.
Our range of Workplace Learning and Performance services includes:
- Organizational Learning Needs Assessment
- Orientation and Cultural Integration
- Conflict Resolution and Mediation
- Manager and Leader Development
- Traditional and Blended Instructional Design
- Tailored or Off-the-Shelf Coursework
- Talent Management
Click here to read a few examples of Workplace Learning & Performance in action.
Q&A
To get a better feel for why we do what we do, check out the following brief Q&A with our Workplace Learning and Performance practice director, Diana Mungai.
Q: What is Workplace Learning & Performance (WLP)?
A: At its core, Workplace Learning & Performance (WLP) is a discipline that explores: how organizations achieve results (goals, roles, processes, systems); how people in organizations learn best (e.g., real-time coaching, eLearning, live classroom, action learning, Web 2.0); and strategies for shortening the learning curve associated with continuous change. It redefines the learning relationship between organization and employee from one that sees employees as ‘empty vessels to be filled’ to one that recognizes the dynamic nature of organizational life and, with it, the importance of leveraging a wide variety of approaches and interventions that help people address real work challenges.
Q: Why is WLP important/relevant?
A: Most of our clients are experiencing the “perfect storm” – events that drive the need for a more disciplined, strategic approach to organizational learning that is directly aligned with where the organization is and wants to be. First, much of the institutional knowledge that exists in today’s organizations, regardless of industry, is walking out the door as more and more Baby Boomers retire. As the pace of those departures accelerates, organizations face an increased risk associated with the loss of know-how – the tacit knowledge that highly experienced employees possess and have built up over their career; second, as a result of an accelerating pace of change in organizational life today, the most successful organizations are those that learn to adapt the most quickly, and a WLP provides a structured approach to fostering adaptability; finally, the ways in which people learn has evolved. Rather than relying solely on the traditional model for learning, employees and managers alike have an expectation for an expanded view of learning venues – one that emphasizes learning as part of work rather than as a distinct and separate event. In this context, learning is formal and informal, planned and unplanned, trainer-led and learner-driven.
Q: What do you find most interesting about WLP?
A: The field of workplace learning and performance has evolved in very exciting ways over the past 8-10 years. Computer-based training, eLearning, Web 2.0 and other creative uses of technology-enabled learning has opened up many new and exciting doors for workplace learning professionals. While traditional classroom-based training will always have a place in driving organizational learning, technology will continue to expand the possibilities for extending its reach.
