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Call us on: +44 (0)1908 325 167 or email: info@peoplealchemy.co.uk
Workflow
Moves learning to where it matters
What it is
An online solution with L&D best practice at its heart, encompassing informal learning, mentoring, 70:20:10 fundamentals, on-the-job training and performance support to ensure your people’s capability.
Who it's for
There are two levels of management development pathway, one for first time supervisors and the other for line managers. Get newly promoted managers up to speed quickly with our pathways to proficiency, or give experienced managers a refresher to remind them of what’s important.
Key Benefits
Uses tasks and assignments, collaboration and reflection to generate learning and embed new behaviours directly into the workflow.
The P100:Workflow option helps you bring learning directly into the workflow
- Delivers cost-effective management development for a single manager, or a cohort.
- Allows an immediate start for a new manager – solves the ‘rabbit-in-the-headlights’ problem.
- Retrains existing managers on what they have forgotten, or when they are ‘drifting’.
- Gives all your supervisors and managers an effective and accelerated pathway to proficiency.
- Provides more than just a theoretical training course – the focus is on core practical skills and fundamentals.
- Optimises the learning curve; not too steep, and not too slow.
How it Works
The P100:Workflow pathway process is simple:
Practice and experience, and reflecting on that experience, are fundamental to learning. In each pathway module, the learner is given some basic scene setting information around the topic they need to become familiar with.
The pathway sets learners up with activities to spread out over time, so they fit in with their work. Activities could be questions to reflect on, content to review, experiments to try, conversations to have, specific actions to do. They could be anything that would aid them to learn, reflect and embed what they need for their job. The learner records their reflections and can also discuss them on the forum.
Every learner has a mentor or buddy who will hold them accountable for doing the activities, and debrief them to help the learner get the most out of the activities.
Out of this simple process L&D drives a range of benefits both for the learner and the organisation:
- Contextual guidance
- Step-by-step instructions (if desired)
- Deeper detail, for when quick steps are not enough
- Brokered references
- Informal and collaborative assets and opportunities
- Blend with formal training and other learning activities
Key Features
The aim of the game is the immediate transfer of learning. Your people are gaining new knowledge and skills as part of their existing workflow. So rather than learning the theory behind something, then trying to remember this information when they need it one day in the future, they are practising on-the-job. This builds capability in the workplace. Your people become ready to perform their tasks whilst they learn.
Why Buy From Us
To get learning the workflow right, you need to be skilled with the principles and ideas behind informal learning. Our founder and CEO, Paul Matthews, has written on of the key books in this area, “Informal Learning at Work: How to Boost Performance in Tough Times”. It is already in its second reprint, and Paul speaks on this topic around the world.
We know how to make learning in the workflow a successful part of your L&D strategy.
FAQs
Q: Can you help build learning pathways?
A: We can help as much or as little as you need form providing advice through to building pathways for you.
