Our Methodology

The Learnit Methodology

Learning agility and continuous learning is an essential part of doing business. Companies that embrace this become learning organizations (or “learning factories”, in the words of our CEO) – equipped to quickly adapt to change, with a growth mindset culture, and with the ability to attract and retain great talent. Here’s some data that illustrates why learning is critical for organizations.

What we do

We meet people where they are and help them move to where they want to be.

The how

How we meet people where they are

Learnit puts people first by providing them with choices they care about. This starts with listening. We listen closely to our clients and remain ever curious about their needs. We also ground our trainings in real-world situations that match our clients' real-world needs. We do all this in a few ways including developing a scouting report and following a modular approach.

 

LEARNIT’S SCOUTING REPORT

A learning strategist from Learnit engages with team members from your organization to ask questions and listen – really listen – so that they can understand the challenges your organization is facing, its current state, and the future state the company leadership visualizes for it. We use this knowledge to design solutions that meet your specific needs and interests in close collaboration with you. Alternatively, if you want to keep it simple, we offer our customers a broad spectrum of pre-designed content that we have developed and continuously refined for 26+ years. 

Once the training starts, our instructors also bake into live training sessions the information the learning strategist has obtained from you, making it relevant and relatable for all participants.

 

LEARNIT’S MODULAR APPROACH

There’s no one-size-fits all training solution for every organization or individual. At Learnit, we use a modular approach in which we mix and match content to fit our clients’ exact needs and interests. This unique design process allows us to swiftly adapt our solutions to different organizational schedules, preferences, and cultures.

Here’s an example. Let's say you need training for a group of new managers but with a unique qualification: they will each manage only one person and that person happens to live in another country. No training company has an off-the-shelf solution for that exact requirement. Instead, most learning and development providers will direct you to the closest fit they have or create a fully customized training, which is an expensive and time consuming option. Our modular approach allows us to quickly and efficiently tailor solutions to fit your specific needs without breaking the bank.

How we help move people where they want to be

1. MAKING LEARNING STICKY

The Ebbinghaus forgetting curve is real – people forget most of what they learn shortly after learning it if there is no strategy to prevent this from happening.

This is why organizations investing in learning and development worldwide face this conundrum: If people do not easily retain what they have learned, how can they use the lessons to grow, to make lasting, substantive behavioral changes? How will they close performance gaps, improve productivity and become high-performing teams?

Moving people to where they want to be starts with ensuring that they remember what they learn. This can be done by making learning sticky. Learnit employs several established strategies to ensure that people retain what they have learned.

Personally meaningful and emotionally salient learning

The information gathered through our scouting report helps us make our training solutions personally meaningful and emotionally salient, which is a recipe for retaining knowledge. Because the trainings are grounded in relevant, real-world problems, people are motivated to learn, which is a recipe for action. We also use stories, analogies and metaphors to enrich the emotional depth of our training because how people feel affects how well they remember things.

Queen bee moves

The Queen is the bee that all the other bees follow. At Learnit, when designing a learning journey, we look for the one thing – the one skill, tool or concept – that unlocks the door to all the other skills, tools and concepts we will cover. That is the queen bee move. It is an essential piece of our training designs.

Interactive and fun learning

Few people want to sit through boring lectures, fewer still want to pay for one. That is why our instructor-led training is interactive and fun. Our instructors are virtuosos at engaging participants in discussions and self-generated a-ha moments.

Blended learning and spaced repetition

Repetition of lessons learned, especially through different learning modalities, dramatically improves learning retention and results. Further, cohorts allow for unique learning opportunities like peer-to-peer coaching that deepen impact. We developed our virtual and in person cohort model to leverage the power of distributed learning. It will be supported with additional learning opportunities through our Offsite by Learnit online community,  amazing Learnit YouTube channel, and our on demand library. These distributed resources meet demands for easily accessible, diverse information sources so that learners can engage in their preferred formats on the go.

Scaffolded learning journeys

Another way to make learning sticky is through learning journeys. It isn't just what you learn that drives results, but the order in which you learn it. Scaffolding is layering the components (tools, mindsets, exercises and stories) together in a logical sequence, a journey, that reinforces learning along the way.

Professional coaching and peer feedback

Tools are the backbone of Learnit’s solutions because tools are actionable. But simply handing someone a tool doesn't guarantee they'll use it well. If you’ve ever swung a hammer next to a professional roofer or marveled at a chef’s ability to handle a kitchen knife, then you know it's not the tool that matters as much as the skill of the person using it. This is equally true when it comes to professional development, which is why Learnit makes liberal use of breakouts and small group sessions with professional coaching and peer feedback. Hands-on practice is the difference between mediocrity and expertise when it comes to professional development skills.

2. VISUAL AND IN-PERSON INSTRUCTOR-LED TRAINING

Becoming adept in new skills requires new attitudes and mindsets. Instructor-led training, or relational training, is an ideal vehicle for developing both attitudes and tools.

Instructor-led training provides immediate feedback for understanding and guidance. When people learn on their own, it's easy for them to encode bad habits or get frustrated at the first impasse and give up. The default solution to overcoming these challenges is to make asynchronous learning so simple that a person can't fail. But the real world isn't always that simple. Many critical business skills like managing conflict or influencing without authority require nuance and complexity. Working with a live instructor keeps learners on track, engages them and enriches the depth of their development as they master skills guided by their instructors. Our instructor-led training is always interactive and collaborative, making it an ideal environment for connection and team building.

3. EXPERIENCED INSTRUCTORS

An ancient saying goes, “The fox knows many things, but the hedgehog knows one big thing.” Our instructors are a team of hedgehogs and foxes who collaborate to bring depth and breadth to our learning journeys.

Like the fox, our instructors are well-versed in the broad array of programs we offer. They come from a wide variety of backgrounds that span classrooms and symposiums, stages and screens, stadiums and sports arenas, board rooms and conference rooms. They bring years of lived experience to every engagement.

Like the hedgehog, they know one big thing – teaching. They are deeply experienced in facilitation and people engagement across industries, organizational cultures, and group dynamics. Many of them also specialize in a single key pillar of our curriculum, such as PowerBI, Project Management or Storytelling.

Our instructors embody our methodology. They put the people in the room first. They listen and are situationally ready to pivot toward the emerging needs of the group. They are aware of the client's evolving circumstances and things they care about. They stay ahead of the curve on new learning methods and business trends.

Our facilitators are learning and development artisans working in real time with our modular design approach. Their deep experience and relational learning adaptivity yields more robust development than those who follow a script.

Discussing a robust curriculum

4. A ROBUST CURRICULUM

Learnit’s curriculum is designed with attention to the ethical, logical, emotional, contextual, and ambient aspects of each learning situation.

Ethical because trust is essential to building a safe space to learn.

Logical because knowledge is the bedrock of professional development.

Emotional because people don't learn and remember just with their heads but with their hearts.

Contextual because no one wants to sit through cookie-cutter trainings that don't address their actual concerns.

Ambient because learning is always in the moment, in the space between facilitators and learners.

Talk to an expert

Do you want to discuss your learning & development program?

Let's book a meeting and talk about your learning and development program. Fill in the form here and one of our learning strategists will contact you to discuss your needs and answer all your questions.

You can also easily reach one of our learning strategists by calling the number below.

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