Learning design
What do your people need to do that they’re not doing now?
Tailored performance and capability solutions that help organisations perform, adapt, and continuously improve by developing the knowledge, skills, and behaviours needed for success.
Not all learning is training, but all training should lead to learning.
The solution may not always be a workshop, course, or formal learning program. Sometimes, the answer may be to provide job aids (e.g. policies, processes, guides, checklists, notebooks), offer coaching, work on team development, create regulator knowledge-sharing opportunities or focus on individual development - it all depends on what and where the performance gap is.
Outputs may include:
Learning needs assessment.
High-level designs.
Storyboards/session plans.
Content creation/curation.
Subject matter expert collaboration.
Writing, proofreading, editing.
Learning materials development.
Learning reviews/updates.
“Learning design supports people and organisations to perform and continuously improve. It is the creation of learning experiences that result in the acquisition and application of knowledge, skills, and behaviours.”
Regulatory capability
Vital for regulators to fulfill their core mission, provide public value, and deliver regulatory excellence.
Tailored regulatory learning and development solutions that develop the skills, knowledge, and behaviours modern regulators need to do their work effectively. Structured around the three key regulatory capability families:
Regulatory practice, e.g., role and powers, legislation, evidence gathering/managing/giving, and regulatory practice.
Technical/operational, e.g., compliance inspections, investigations, interviews and statements, and giving evidence.
Interpersonal, e.g., regulatory communication (verbal and written), negotiation, and leadership.
Authorised Officer learning and development - develop/enhance/embed the skills, knowledge, and behaviours that regulatory staff (authorised and non-authorised) need to make effective regulatory decisions and improve their confidence and capability to apply their regulatory function.
Regulatory capability frameworks - identify the skills, knowledge, and behaviours, and levels of expertise needed for staff to fulfill their different regulatory roles and meet organisational priorities. Useful for job designs and role descriptions, recruitment, performance development, targeted learning programs, career planning, and workforce planning.
Outputs may include:
Learning needs assessment.
High-level designs.
Regulatory capability frameworks.
Storyboards/session plans.
Content creation/curation.
Subject matter expert collaboration.
Writing, proofreading, editing.
Learning materials development.
Learning program reviews/updates.
“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.”
Behavioural aptitude assessments
Are you/your team playing to your strengths?
PRISM Brain Mapping™ is a powerful, neuroscience-based behaviour profiling tool that identifies people's behavioural preferences relating to personal relationships and work performance:
Understand behavioural preferences.
Create positive relationships.
Build individual and team potential.
Be more responsive and adaptable.
People tend to be more productive, happier in their jobs, and stay longer when they understand their behavioural preferences (and how they adapt their individual or collective behaviour in different work and social settings), their natural work aptitude, and their work environment preferences.
Self-awareness is key to the success of every individual.
Outputs may include:
Individual PRISM maps - the PRISM profile or ‘map', based on eight key behaviour characteristics., is at the heart of PRISM.
Recruitment - match candidate work aptitudes, behavioural preferences, and work environment preferences with those deemed essential for the job.
Role benchmarks - clearly define the characteristics that have a proven track record of achieving top performance in a role.
Professional development - support people to develop their capability, nurture their strengths and achieve their goals.
Team development - create a team map to see your teams' behavioural preferences and development needs.
Leadership development (360-degree review) - help your leaders enhance their performance by understanding and managing their behaviours and motivations.