E-D-U-C-A-T-E
From Training Projects
to Performance Solutions
EDUCATE changes the role of learning and capability development from building and delivering training to solving performance problems.
The result is not simply a better learning experience. It is a performance system designed around measurable business outcomes—connecting strategy, behavior, capability, learning, and workplace performance in a continuous cycle of improvement.
Take learners on a journey that is designed based on performance barriers; not content.
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Engage — I understand why change matters.
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Diagnose — I understand where I can improve.
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Upskill — I develop the capabilities I need.
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Consolidate — I can apply them in realistic situations.
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Assess — We have evidence that I can perform.
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Transfer — I apply and sustain those capabilities at work.
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Evolve — We continuously adapt as performance requirements change.
Create the case for change.
People are more likely to change when they understand why change matters to both the organization and themselves. Engage accounts for the emotional and logical appeal learners often need by connecting desired change to the audience's values and personal interests and the business’ success, while establishing psychological safety needed to commit to change.
Make the opportunity for improvement personal.
Even when an organization has a compelling reason to change, individuals may not recognize that their own performance can improve. Diagnose determines if users can benefit from increased self-awareness by gaining an accurate understanding of current capability and identifying the specific gaps that stand between current and desired performance. Where change involves established behaviors, this step helps turn an organizational need into a personal opportunity for improvement.
Build the capabilities that enable performance.
Upskill is about identifying the knowledge, skills, and higher-order capabilities employees need to perform differently. Rather than starting with content, Upskill works backward from the desired on-the-job behaviors and determines what capabilities will enable them.
Turn individual skills into integrated competence.
Knowing how to perform individual skills is different from being able to integrate them in a complex, unpredictable situation. Consolidate accounts for the need for realistic practice, repetition, feedback, and increasing levels of challenge so learners can combine capabilities and develop the confidence and competence required for real-world performance.
Assure competence.
Assessment is not simply a test of recall or proof of course completion. Assess determines whether a solution is needed to ensure that employees can perform to the required standard and provide the level of assurance appropriate to the consequences of poor performance. The greater the potential risk, the stronger the evidence required to demonstrate competence.
Make new capabilities part of everyday performance.
Learning only creates value when it changes what happens on the job. Transfer accounts for the requirements and support needed for employees to apply and sustain new capabilities through performance support, coaching, reinforcement, accountability, and—when appropriate—compliance mechanisms that provide objective evidence of behavior.
Continuously adapt to change.
A solution is never truly finished. Business strategies, technology, regulations, customer expectations, processes, and employee needs continually change. Evolve addresses the data, systems and activities needed to monitor performance and the environment to identify when the
