ExeQserve Premium L&D Program

Let ExeQserve Help You Bring Your L&D Strategy to a Higher Level!

The Challenges of Outsourcing Training

Several challenges hinder the effectiveness of training interventions:

• The relevance of content to learners’ jobs – Many training participants complain especially about off-the-shelf courses because they find it difficult to contextualize the content in their work setup.
• Learner Engagement – Many of the learning activities happen online. This means that learners are experiencing a barrage of distractions as they attend the training. Without an engagement strategy, the trainer is bound to lose the trainee to other urgent calls for their attention.
• Application of learning in the workplace – without a compelling call to apply learning in the workplace, it is convenient to set aside the lessons after the training and go back to the status quo. This easily puts the learning investment to waste.
• Measuring the learning outcome – All learning interventions are investments. Without a mechanism that leads to the application of learning and measuring its impact, we will never know how the investment contributed to individual and organizational performance.

All these seem a tall order to address but they are not. It only takes a good strategy and a commitment to a process. At ExeQserve, we have developed a strategy that we offer to implement in partnership with you if you are keen on ensuring learning ROI! We adopt the 70-20-10 model and integrated it into our holistic learning and development intervention.

How Partnership with ExeQserve Works

1. Needs assessment and Customized design – We engage in a partnership with you that starts with an assessment and analysis of your employees’ training needs. This allows us to collect the needed information to customize programs that fit exactly what your target learners need.
2. Pre-course orientation – We recognize the value of learners’ buy-in ahead of the training. We will hold a one-hour session with your learners to introduce the course, start a conversation on its relevance in their work and gather their expectations. We also use this event to prepare them by asking them to discuss their learning expectations with their bosses. We also ask them to do a self-assessment relevant to the course to help them recognize their development opportunities. This gives the participants a sense of mission that we believe is essential in achieving higher learner engagement.
3. Engaging the Learner Stakeholders –  We offer to meet with the target participants’ bosses to discuss the program and the needed support for the application of learning. It is important to note that developing people is not the sole province of HR or L&D Departments.  The immediate boss must be involved and engaged in the process for it to work.
4. Highly interactive learning sessions (10%) – A good training is a well-designed one. We draw from our core competence of designing interactive learning activities that use learning games, group works, and toolkits for synchronous and asynchronous learning. This ensures that the learners are engaged in the whole learning process.
5. Learning Action Plan Toolkit (70%) – This device is a product of years of iteration and innovation. We believe that learning does not begin and end in the workplace. We invented this toolkit to help the learners document their learning journey from the onset of the learning intervention up to the end of the engagement which is about six months after. Each course you will avail will have a customized tool kit that features the following:
   1. Learning Goals and Application
   2. Self-assessment tool
   3. Learning journal to be used during the session
   4. Assessment of the application of learning
   5. Assessment of the impact of learning on performance
6. Three coaching sessions (20%) – We believe that the deepening of learning requires turning knowledge and skills into habits. We offer three coaching conversations:
   1. 1 week after the training to get learners to discuss their learning action plans
   2. 1 or 2 months after the training to check in on the progress of the learning action plans
   3. 3 to 6 months after the training to assess achievement of learning goals and action plans and evaluate the impact of the learning on the learners’ performance.
7. 4-Level Evaluation – Drucker said you cannot manage what you do not measure. We’ve devised a way to both inspire the application of learning and measure the learners’ success. We submit a terminal report that presents data on the application and impact of learning in the workplace.

If you are tired of courses that do not work, try this approach with us. We are just a phone call or email away.