What keeps training from being great?
In working with training organizations, I see that trainers are very focused on presenting or "covering the material".   This material is predominantly reference information, yet becomes the endpoint, instead of a means to improving learner performance.

Trainers and subject-matter experts feel uncomfortable with this apparent diminishing of importance of this information....it is important information, but only in the context of the learners' world and what they might do with it!
Creating structured and engaging learner experiences, based on the components of performance you wish to improve is critical.  Without it, research shows that, improvements in workplace performance (training program value!) is not likely to occur. 

Get real value for your training efforts!
Services:
Through a consultative process, EBD will determine exactly what you are looking to improve or address in the workplace and the business enterprise, through training.  This can take many forms such as:
  • Reworking existing content toward a learner-centric classroom experience
  • Creation of original, novel content and session design, including all supporting job aids, session flow/sequence, evaluation tools, and reference materials
  • Coaching or training trainers toward understanding and application of adult-learning theory and practice.  Through the basic format of facilitation (and putting down the Powerpoint clicker), using a "train to reference" approach, your training staff will "brand" their department very positively, and create memorable training events.
 
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Nearly universally, and despite best intentions, trainers often confuse the following paired items:
  •  Training content  <>  learner classroom experience (challenges, engagement, exploration, actions)
  • Powerpoint information  <>  supporting visual or graphic material, or data and facilitation tools
  • Talking, presenting, and asking questions   <>   facilitated learning processes
  • Lecture  <>  peer to peer learning /true engagement
  • Fun games  <>  structured meaningful discovery and carefully designed challenge scenarios
Let's get your learning / training process to where you're way beyond checking the box and creating learning that leaves learners wanting more!


EBD makes training great!...in the eyes of: 
  • the learner ("That training was interesting, and fun too")

  • the manager ("That training focused on improving real skills, actions, and decision-making needed for the job")

  • the company ("That training focused on what helps them perform better, reducing risks, and improving what makes the business run well.")