Pleasure is the state of being brought about by what you learn
Learning is the process of entering into the experience of this kind of pleasure
No pleasure, no learning
No learning, no pleasure
- Wang Ken, Song of Joy
Imparting knowledge and in return, learning from the wisdom of our participants is our greatest pleasure. But acquiring knowledge is not a straightforward activity. After all, knowledge for the sake of knowledge is of no use; it has to lead to application on the job. Only then would it lead to achievement of objectives and business results.
At Gameplan, we follow Kolb’s Experiential Learning model to design our learning journeys. There are 4 distinct stages which sequentially allow the learner to apply newly learned skills into their workplaces.
- Concrete Experience: Here, we deliver the new cognitive and behavioural skills to the learner through in-person, virtual or micro learning methodologies. At this stage the learner gets the experience of learning new skills in a fun and engaging environment.
- Reflective Observation: In this next step, we reinforce the learning through post-training follow up, reflective exercises and micro learning courses. The learner reflects on what was learned and firms up the knowledge retention.
- Abstract Conceptualization: This is where we encourage transfer of knowledge to the workplace through learning transfer platforms, present back, flipped learning, social learning etc. The learner creates action plans and sets goals and objectives to start using the skills at work.
- Active Experimenting: This is the final stage where we give assignments and set tasks for trying out new behaviours and skills. Learners take action based on the plans made earlier to strengthen the areas as needed. The learner continues to apply skills on the job until they become success habits.
End To End Intervations
We do not consider training programs to be event-based but part of a learning journey. The learning journey allows skills and behaviours to be absorbed and applied over a period of time by putting the theory into practice. We do this by stretching the learning journey across space and time through learning transfer platforms.
You can think of the learning journey as a highway with interventions including webinars, training programs, review sessions, present back sessions, tests and more as the milestones along the way. The learner starts at one end of the journey and finishes at the other end over a period of time. The End to End Intervention looks like this:
What a typical learning journey looks like.
- Learners get a well deserved path on their backs and a certificste of completion. Job well done!
- Learners present on gains made & goals achieved by applying the learnings on the job.
- Learners take a test on what they have learned ans applied their jobs followed by feedback session.
07 -JOURNEY ENDS WITH
AWARD OF CERTIFICATES
06 -PRESENT BACK
ON RESULTS ACHIEVED
& RETENTION CHECK
- We begin to welcoming learners and getting them excited and commited to the learning journey.
- Learners start on their chosen topics through a blended learning such as In-person, virtual & micro learning.
- Learners apply new skills at their workplace supported by learning transfer platforms & other tools.
01 -LAUNCH WEBINAR
02 -DELIVERY OF
03 - ENCOURAGING ON
- We check in with the learners about their progress, motivate & encourage them and offer assistance if needed.