We are committed to making a significant contribution to the improvement of service delivery in South Africa.
The concern we share for the development of our clients individually, their businesses collectively and their wider interests drives us to constantly seek new ways of working, of extending our range of services in order to enable them to address the contemporary issues of the modern business world.
We are guided by the following foundational views:
• To build and maintain productive, long-term relationships
• To enable others to survive and thrive in their respective context
• To impart relevant knowledge and skills
• To provide ongoing support to ensure the transfer of knowledge and skills in the long-term
It is our view that traditional classroom training is no longer sufficient. High performance companies are adopting a different model for 21st Century learning guided by the ‘70-20-10 Model of Development’ and the possibilities of ongoing learning, enabled by technology.
In the “70-20-10 Model of Development”, 70% of learning is through practice and sharing on-the-job experiences; 20% is through other people by exposure to coaching, feedback, and networking; and 10% is through formal education-based learning interventions.
Our methodology explores the architecture required to design, implement, manage and report on the learning and development of individuals and teams to encompass all aspects of the ‘70-20-10 Model of Development’.
A ‘learning architecture’ is an organization’s unique blueprint of agreed-upon learning needs, learning strategies and delivery strategies for its training. This gives designers, trainers and managers a clear view of what types of problems the organization will solve, how they will solve them, what tools they need and which approaches the organization will take. In order to design this learning architecture, Learning & Development specialists within organisations require the assistance of a Learning Architect.
A ‘Learning Architect’ designs, in collaboration with the organisations L&D specialists, environments for learning. Like the architect who designs buildings, the learning architect will assist in addressing the following:
- What is the nature of the learning requirement? What knowledge, skills and attitudes is the employer wishing to engender in the employees working within the business, division or department in question? How will this learning contribute to effective performance?
- What jobs are carried out in this target area? How many people are doing these jobs? What are these people like in terms of their demographics, prior learning, ability to learn independently, their motivation and preferences?
- Under what constraints must this learning take place? How geographically dispersed is the population? How much time and money is available? What equipment and facilities can be deployed to support the learning?
The Learning Architecture would include a central theme, content assessment, activities, case studies, competitions and games (also referred to as “Gamification”) as part of a comprehensive and cohesive learning environment.
“Gamification” is the concept of applying game-design thinking and typical elements of game playing (e.g. point scoring, competition with others, rules of play) to other areas of activity or non-game applications. It creates an exciting learning environment because it promises to make the ‘hard stuff to learn or remember fun’.