250 729 5960
Step Outside the Classroom
Introducing LearnScape: Unlike traditional training, LearnScape approaches soft skill and competency development by re-awakening the learner’s natural curiosity and interest in learning. At TaylorMade we think knowledge and theory is only as useful as one’s ability to confidently and competently apply it. Consider, for example, the leader who understands what’s important to keep in mind and practice when engaging in a difficult conversation, holding others accountable or being an effective coach, yet rarely practices or demonstrate these critical leadership skills and behaviours.

LearnScape is proof that when learners are provided with the opportunities and support they need to apply what they know, reflect upon their practice, receive feedback, and witness the benefits that come from mastering the skills they’ve learned, the learning actually sticks!

Why Leadership Training fails
Traditionally, training programs have been designed to follow prescribed content and programs that assume every learner has arrived with the same amount of knowledge, skill and ability, and that a one or two-day refresher course will do the job. At TaylorMade, we work with organizations and leaders who understand that developing people is a process – not an event.

In his article The #1 Reason Leadership Development Fails*, author Mike Myatt lists twenty reasons why traditional training fails and why it’s a problem for organizations that are trying to get ahead in today’s competitive global environment. At TaylorMade, we understand that training budgets need to go further and that the pressure to show results is increasing. That’s why LearnScape targets the development of only those skills that the learner can benefit from and why our customized curriculum comes with the added support of a coach (as needed).

When learning is interactive and experiential, learners are able to take charge of their learning. Here’s how we’ve been able to address what Myatt says  is “….the #1 reason leadership development fails” and how LearnScape addresses each and every one of them!

*https://www.forbes.com/sites/mikemyatt/2012/12/19/the-1-reason-leadership-development-fails/#22d30b3f6522

The Reasons Training Fails… Why LearnScape?
1. Training blends to the norm LearnScape blends to the needs of the learner and organization.
2. Training focuses on technique/content/curriculum. LearnScape focuses on curiosity, exposure, reflection, critical thinking, practice and evaluation.
3. Training tests patience. LearnScape believes in patience.
4. Training focuses on the present. LearnScape focuses on the future.
5. Training adheres to standards. LearnScape adheres to results.
6. Training is transactional. LearnScape is transformational.
7. Training focuses on maintenance. LearnScape focuses on the process.
8. Training focuses on the role. LearnScape focuses on the learner.
9. Training indoctrinates. LearnScape develops.
10. Training maintains the status quo. LearnScape challenges the status quo.
11. Training stifles culture. LearnScape reinforces a learning culture.
12. Training encourages compliance. LearnScape encourages common sense.
13. Training focuses on efficiency. LearnScape focuses on effectiveness.
14. Training focuses on problems. LearnScape focuses on solutions.
15. Training focuses on reporting lines. LearnScape expands networks and influence.
16. Training puts people into a box. LearnScape takes people out of the box.
17. Training is mechanical. LearnScape is rational.
18. Training focuses on the knowns. LearnScape explores the unknowns.
19. Training allows people to remain in their comfort zone. LearnScape moves people beyond their comfort zone.
20. Training is finite. LearnScape is infinite.
The Future of Learning

In the past, workplace skills were largely mechanical: they could easily be laid out in a curriculum and taught based on a proven method or series of processes. That isn’t the case in today’s information age where jobs are less structured, constantly changing, and rely more and more on the soft skills (i.e. the behavioural competence) of the people who we say are “our most precious resource”. The 21st century classrooms of today are seeing teachers “flipping” the learning process, using classroom time to support, check in on, and discuss the learning that‘s taking place – which, for the most part, is happening outside of the classroom.

The demand for employees who are able to lead, learn, analyse, collaborate and think for themselves is growing exponentially. At TaylorMade, we think it’s high time organizations “flip” the workplace by giving its employees access to the resources and support that they need and then, get out of their way!

 

[When the workplace is “flipped”] Learners start to understand how the knowledge they have acquired can be used in different situations. They can now learn to think at a higher level, analysing issues more effectively and creating new solutions to existing problems.
– Roger Francis, expert, vocational training

70:20:10
At the same time, many organizations are adopting the 70:20:10 type of model, based on an understanding that:

  • 70% of our learning comes from actually doing our job, through day-to-day practice and experience.
  • 20% comes via other people, through asking questions when we have a problem, networking, or conversation.
  • 10% of learning comes from formal training.

Learning is all about context – and nowadays, it’s also about cost, our ability to free the learner up, timely implementation and seeing a return
on our investment. LearnScape is flexible, easy-to-access and responsive to the needs of today’s learner and the organizations they work for. It
is experiential, informal, and delivered digitally when, and where, people need it.

Step Outside the Classroom.

 

Among the organizations that have adopted the 70:20:10 approach are Nike, PricewaterhouseCoopers, Ernst & Young, and HP.

How LearnScape is Different
LearnScape has been designed based on am experiential learning model (sometimes referred to as “action” or “applied” learning) where learners engage in activities they undertake in, and outside of, the workplace and accessed from within our powerful Learning Management System (LMS).

We mean it when we say “learning is a process – not an event”! The development of each area of competence (e.g. holding others
accountable, developing and coaching others, etc.) involves up to 25 hours of learning activities, with each topic designed to expose the learner to new notions, concepts, ideas and perspectives. LearnScape takes advantage of the best place to learn – in the workplace and on the
job – allowing organizations to leverage their investment through the learner’s on-the-job performance and results.

Conventional Learning LearnScape?
Training-Centered Focused e.g. theoretical Action-Centered/Focused e.g. practical application.
Prescribed/Fixed design and content Customizable, Flexible, Adaptable.
Assumes all learners come with the same level of knowledge and ability. Targets learning to learner’s unique needs and role.
Is challenging to offer “just in time”. Is fast and easy to set up and implement – enrolments occur at the click of a mouse.
Delivery is synchronous i.e. requires all learners to be at the same place at the same time. Delivery is a-synchronous i.e. learning is unrestrained by time and place.
Is costly to set up and deliver. Is affordable to implement.
Return on investment (ROI) is affected by last-minute cancellations, lack of follow-through/accountability to use the skills learned, motivation of the learner. LearnScape focuses on the process.
Organizationally directed. Self-directed.
Treats learning as an event. Acknowledges learning as a process.