Introducing LearnScape
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 independent thought. We all know that having the knowledge is only one part of the equation and that without the skills to apply it, it’s really quite useless on it’s own.
At TaylorMade Learning Solutions, we couldn’t agree more and LearnScape is proof that when learners are provided with the opportunity to apply what they know, reflect upon its application, evaluate the results and make the necessary adjustments, they are no longer being “taught” anything – instead, they’re learning and developing themselves – mastering the skills they need “outside the classroom”, where they (and you) get to see and appreciate their lasting results.
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The LearnScape Program Model
Personal Effectiveness Domain: (Shared Competencies and Behaviours)
Cognitive Thinking
• Decision Making
• Problem Solving/Critical Thinking
• Innovation
Relationship Building
• Effective Communication
• Establishing Trust
• Resolving Conflicts
• Negotiation & Influence
• Teamwork & Collaboration
• Respectful Workplace
• Service Orientation
Personal Characteristics
• Accountability
• Self Development
• Adaptability/ Flexibility
• Integrity
• Resiliency
• Strategic Thinking
Leadership Effectiveness Domain: (Leadership Competencies and Behaviours)
• Trust Building
• Managing Conflict
• Leading a Respectful Workplace
• Leading and Managing Change
• Developing and Coaching Others
• Performance Management
• Establishing Goals and Performance
Standards
• Providing Performance Feedback
• Leading Diverse and Inclusive Teams
• Motivating and Inspiring Others
Why LearnScape?
Leaders aren’t made in the classroom and they don’t all arrive with the same knowledge skills and competence.
How LearnScape is different
LearnScape is based on a model that is sometimes referred to as “action learning” which is learning that is experiential in nature.
The future requires us to “flip” the learning process so that the classroom is there to support “real world,” experiential learning.Traditionally, training programs have been designed to follow prescribed content and curricula, that assumes every learner has arrived with the same amount of knowledge, skills and competence, and that a one or two day course is sufficient for improving the result of those participating. At TaylorMade Learning Solutions, our focus is on working with people who understand that developing people is really more of a process – rather than 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 trying to get ahead in today’s competitive global environment. At TaylorMade Learning Solutions, we understand that training budgets need to go further and that the pressure to show results is increasing. That’s why LearnScape targets only those skills that an individual needs to develop, is customizable and flexible in it’s implementation and comes with built-in accountability mechanisms.
Don’t let the self-directed nature of LearnScape worry you. When learning is interesting, there’s far less encouragement and monitoring of activity completion needed, freeing your HR folks up for doing far more meaningful and productive work. Learners tell us they appreciate how responsive the LearnScape approach is to their needs and to the demands of their day-to-day work. Here’s how we’ve been able to address what Myatt says is why “training is indeed the #1 reason leadership development fails” and why we would argue is the #1 reason developing any other soft skill fails, too!
The Reasons Training Fails…. |
Why LearnScape? |
|
| 1 | Training blends to the Norm | LearnScape blends to your needs. |
| 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. |
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. This isn’t the case in today’s information age where jobs are less structured, are constantly changing, and are relying more and more on the soft skills of those who we say, are our most important resource: our people. The 21st century classrooms of today are seeing teachers “flipping” the learning process, using classroom time to support, check and assess the learning that takes place largely outside of the classroom after recognizing that rote learning and memorization simply doesn’t translate in to an increase in competence.
The demand for employees who are able to learn, analyze, create and think for themselves is growing exponentially with many thought leaders believing it’s high time we “flip the workplace” as well. So why not give the learner access to the resources they need and simply let them get on with it?
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
At the same time, many organizations are adopting the 70:20:10 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, timely implementation and return on investment. LearnScape is flexible, easy-to-access and responsive to the needs of today’s learner and organizations. LearnScape is action learning, experiential, informal, and delivered digitally when and where people need to access it.
Among the organizations that have adopted the 70:20:10 approach are Nike, Pricewaterhouse Coopers, Ernst & Young, and HP.
How LearnScape is Different
LearnScape has been designed based on a model that is sometimes referred to as “action learning” which is learning that is experiential in nature. Also referred to as “applied” or “experiential” learning, learners engage in activities accessed from a customized learning portal within our uniquely designed Learning Management System (LMS).
Each competency or skill involves between 20 and 30 hours of learning activities, all designed to expose the learner to new notions, concepts, ideas and perspectives; think critically about them; apply and evaluate them; and continue to practice them. Application for the learner may involve using the skill on the job/in their work, practicing the skill with their Practice Community members, colleagues, mentors, etc. Either way, we’re a bit of a dog-with-a-bone when it comes to ensuring that the learning has in fact translated into an increase in competence on the job. There’s simply no better way to tackle the “transfer of learning” challenge than through action learning.
With LearnScape, the manager or supervisor plays an important role. A Manager’s Coaching Guide takes the work out of the activity debriefings that learners are required to engage in as a way of demonstrating their work and efforts towards mastering their new skills. And just when as managers, we thought we knew everything! As it turns out, the debriefing process itself turns up nuggets of new thinking and perspectives that have us learning too!
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.[/vc_column_text][/vc_column][vc_column width=”1/6″][/vc_column][/mk_page_section][vc_row][vc_column width=”1/6″][/vc_column][vc_column width=”2/3″ bg_color=”#eaeaea”][mk_table style=”style1″ visibility=”hidden-sm”]
Conventional Training |
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 – enrollments 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. | Return on investment (ROI) is high due to the: lower cost/investment; built-in accountability mechanisms; increased motivation and engagement of the learner; and better results. |
| Organizationally directed. | Self-directed. |
| Treats learning as an event. | Acknowledges learning as a process. |
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LearnScape: Step Outside the Classroom
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