Gone are the days of doing everything in-house.
Save time, stress, and money. Get excellent L&D RoI.
You need to up your game with L&D, and we are exactly that “up” you need. By adding extra sets of hands and minds, with expert knowledge and over 40 years’ collective experience.
The team is backed up by more than 20 recruiters, SDFs, Learning Developers and Learner Marketers, all with one goal in mind >> Delivering Skills That Change Lives.
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Results we help achieve.
Learning has become a critical enabler of business strategy, it is invaluable that the learning strategy is aligned with business strategy.
Attract and Retain Talent
Workers are retained as long as they can add value to an enterprise and its stakeholders. Many people list “opportunities for learning and development” among the top criteria for joining an organization.
Motivate and engage employees
The most important way to engage employees is to provide them with opportunities to learn and develop new competencies. New competencies and opportunities to express them provide an instant boost in employee morale and energy.
Create a value-based culture
Workforces are becoming increasingly virtual and globally dispersed; L&D can help to build a values-based culture and sense of community. Nowadays, people are interested in working for value-based, sustainable enterprises that contribute to the welfare of society.
Build an employer brand
Investments in L&D can help to enhance a company’s brand and boost its reputation as an employer of choice. L&D must communicate their brand strength explicitly through an employer value proposition.
Develop people capabilities
When knowledge becomes outdated and skill sets become obsolete, the value of human capital declines. Companies that invest in developing their people during significant transformations are 2,4 times more likely to hit their performance targets.
L&D Governance and Operating Model
Create a framework for decision-making to ensure you can efficiently and effectively execute your strategy. WSP/ATR/BBBEE… you see? It’s not always only about regulation.
Structure and organize your governance and regulation
Immature (or weak) learning governance can create major challenges for L&D, including potential initiative overload, insufficient funding, and insufficient support for implementation. A governance model illustrates how learning can be organized, programmatic, and strategic.
Create and implement your L&D Operating Model
Enable learning, including reskilling and upskilling, at the speed of business innovation. L&D needs to facilitate a culture of learning and development with a stable yet flexible operating model to develop and enable learning.
Acquire the L&D capabilities you need
L&D today requires cognitive neurosciences, developmental psychology, pedagogy, instructional design and data science skills. They are required to have functional, professional power, business & organization, and digital skills.
Find your best local balance and centralize learning
The way L&D is organized generally reflects the way the business is structured. The L&D landscape is evolving, especially driven by new learning technologies, advancements in artificial intelligence, and the use of learning analytics to drive impact.
Manage L&D procurement and create your business case
Our L&D procurement model covers five phases of the procurement process and provides mature L&D professionals with the relevant insights and sourcing skills to contribute effectively to major L&D procurement initiatives.
L&D Design and Delivery
Designing and delivering L&D solutions has long been L&D’s primary focus and is the area where plans turn into action.
Deliver just-in-time learning
Given the increasingly digitized nature of work, organizations must rethink the portfolio of leadership skills needed to drive revised strategies and engage the increasingly remote workforce. You need to implement a framework that illustrates how blended leadership development can be delivered and facilitated to ensure that all leaders have just-in-time development.
Deliver High Impact Learning that Lasts
Companies experience accelerated time to productivity, reduced employee turnover, and improved employee engagement, among other benefits. The objective for you is to implement a framework to design learning programmes that achieve programme objectives and sustain the desired business impact.
Design breakthrough learning
There are six disciplines one must follow to complement and extend instructional design models such as ADDIE, SAM, and AGILE to ensure that learning creates business value. Define, Design, Deliver, Drive, Deploy and Document lays out the practices that characterize high-impact learning initiatives.
Turn classroom-based programs into effective digital learning
The COVID-19 pandemic stopped or postponed the delivery of classroom-based learning programmes in corporate organizations. The only way to provide employees at all levels with the required learning is to turn classroom-based programmes into highly engaging live virtual classroom programmes.
Enable learning in the flow of work
Learning in the flow of work is an increasingly popular approach as organizations realize the opportunities new technologies provide to make resources available at the point of need.
Focus on the prerequisites that allow L&D to plan, manage, and facilitate successful learning initiatives.
Conduct an effective training needs analysis
Conducting a training needs analysis is a critical first step to developing effective learning programmes. A training needs analysis can provide invaluable information on learners’ capability gaps, desired performance, and internal and external factors that influence learning.
Analyze and map your stakeholders to create business buy-in
For L&D projects to successfully come to life and achieve their goals, they need the support and participation of all internal and external stakeholders. As such, it is essential for L&D to analyze and map its stakeholders to create buy-in.
Assess and progress your digital learning maturity
While new technologies are revolutionizing how people learn and grow in the modern workplace, learning maturity models have also evolved to reflect and predict how digital learning can help enhance employee performance and business outcomes.
Build an effective learner marketing strategy
L&D has traditionally focused its role on the design and delivery of premium learning solutions, but this approach does not guarantee learners will be able to access or will use these solutions. To ensure learning access, use, engagement, and impact, L&D can apply marketing techniques to its communications and marketing learning solutions.
Change business mindsets and behaviors towards L&D
L&D assumes that once people have acquired new knowledge and developed their skills as part of different learning interventions, behaviour change will follow. The 70:20:10 model shows us that this is in fact only 20% of the time successful. L&D needs to take a number of actions to change behaviour.
L&D Measurement & Impact
L&D is always the first budget to be cut, but how you position and measure L&D success is critical for businesses to realize they cannot go without L&D.
Demonstrate L&D intervention impact
Use the learning performance model to show the impact of L&D interventions on business goals. It is a two-step model that shows the potential value of L&D by linking it to financial and organizational performance. L&D has the opportunity to plan learning KPIs and demonstrate interventions’ added value within the boundaries of what learning directly impacts.
Deploy a measurement strategy
Learning initiatives provide an opportunity to collect data, and these data determine the types of metrics that L&D can develop and report on. Our measuring performance model provides L&D with the opportunity to measure five elements of initiatives: engagement, experience, impact, coverage, and cost.
Strategic impact is critical for success
Learning measurement is one of the major tasks for any L&D function. L&D must inform business leader program champions if their initiatives have been well received and if participants believe that they will apply the learning on the job and that it will enhance their performance.
Use KPIs to show the value of L&D
The most effective way to realize L&D performance is through identifying, measuring, analyzing and reporting the relevant KPIs. Our KPI model provides an overview of 67 learning KPIs in nine clusters that L&D can select from based on needs.
Let’s address the learners and their development challenges. It is important for L&D professionals to develop their own personal skills but just as important to enable your learners to adopt lifelong learning mindsets.
Encourage your workforce to adopt lifelong learning
We live and work in a fast-changing world, where employees will continuously need to develop their capabilities to perform and progress in their careers. Using seven distinctive mindsets will help people become lifelong learners and remain relevant in today’s business environment.
Enable your learners to unlock their potential
The S-curve framework – used in various disciplines to represent the beginning, rapid growth, and maturity via an S-shaped curve – can help L&D professionals understand how employees grow from unfamiliarity to mastery in a role.
Determine when learning takes place
Understanding when learning takes place is an important insight because learning takes place only when we are stretched outside our comfort zones. L&D must apply the comfort and learning zone model through learning programmes and on-the-job assignments.
Help employees find their “ikigai”
Ongoing upskilling and reskilling are required since many roles and tasks are changing continuously or becoming obsolete. Research shows that people are motivated to develop themselves if their work supports their purpose in life. In Japan, this is referred to as “ikigai”, or “a reason for being or a life worth living.”
Feedback effectiveness is the heart of L&D
Feedback is one of the most powerful personal development instruments in organizations. Therefore, L&D can play a very important role in helping leaders to give effective (and in the moment) feedback but also help employees understand how to ask for feedback and what to do with the feedback.