Current Training Practices Do Not Work! - They Are at Least 75% Ineffective!
4E Learning Model
Overview — Performance improvement and the attainment of organizational results require an understanding of the 4E Learning Model. The model focuses primarily on increasing the effectiveness and performance capability of people through workshops.
The 4E Learning Model Illustrates...
The 4E Learning Model Drives Impactful Learning and Change!
Training and learning experiences do not usually transfer back to the workplace. Over the years instructional designers have focused on creating wonderful ways to teach learners in the classroom and to get learners to love the learning experience (Good scores on smile sheets). However, instructional designers have done little more than pay lip service to what causes trainees to use what they learn back at work.
Our research over the years indicates that only 25% of real learning transfer happens in the classroom, while 100% of the focus of instructional designers is on the classroom 25%.
PetersonGillespie effectively measures learning and change efforts to ensure they deliver organizational results. We use a simple, manageable, and credible process for evaluating the impact and the return on investment (ROI) of organizational learning and change efforts. During numerous impact analysis studies, we focused on determining which of four stages contributed most to the return on investment of learning and change. The four stages were: pre-work (Excite), the workshop itself (Experience), follow-up to the workshop (Execute), and evaluation (Evaluate). Following are the average responses from our research with approximately 3,000 different workshops. Our research indicates that the impact of a workshop is determined by all four stages. However, some stages are more important than others. The data shows the:
Performance improvement and the attainment of organizational results require an understanding of the 4E Learning Model. The model focuses primarily on increasing the effectiveness and performance capability of people through workshops.
The Excite Stage
If an organization does not properly use the Excite stage they can lose as much as 25% of the impact of their workshop. This stage helps focus the efforts of people in a workshop on what they are about to experience. The Excite stage gets a person ready for maximum learning in the stages that follow.
The Experience Stage
The Experience stage (the actual workshop) influences only about 25% of the learning impact regardless of whether the workshop is instructor led, on-line, or a blended learning experience. This stage is where the learners come together in a social situation such as a classroom or where learners sit alone in front of a computer.
The Execute Stage
The execute stage is the most important stage, but receives the least amount of attention. What an organization does to enhance learning following the Experience stage is crucial in the learning process. Fifty percent of the impact of a workshop comes from activities that are developed to be used after the actual learning experience is complete.
The Evaluate Stage
The Evaluate stage helps determine the impact of a workshop and leads to refinements in the workshop that will produce the greatest impact. Evaluation is a continuous process that takes place throughout each of the first three stages. Workshops that don’t include a major focus on the Excite and Execute stages rarely attain high impact scores. In summary, understanding the 4E Learning Model is crucial in both developing and/or acquiring learning workshops. If the Excite and Execute stages are not included in a workshop, the impact of the workshop loses 75% of its potential impact. All PetersonGillespie workshops are based on this model.
Aligning People with Purpose Model
Overview – Illustrates the content of the workshop that teaches individuals to align their behaviors to accomplish the outcomes they want to achieve. They will learn that only they can choose to do what’s right and achieve their highest personal purposes.
The Aligning People with Purpose Model Illustrates...
The Real Talk Model
Overview – Creating REAL Conversations for Results is designed around a communication model that encompasses the behaviors of dialogue and effective communication.
The Real Talk Model Illustrates...
- Recognize & Suspend: Recognize & suspend your own thought processes
- Express: Share your opinion respectfully
- Ask: Defuse defensiveness and improve understanding
- Listen & Attend: Hear the whole message
- A two-day full-spectrum interpersonal communications course designed to help participants communicate more effectively in order to enhance personal and professional results.
- Individuals or teams who struggle to hold difficult conversations, resolve conflict, provide feedback, or increase effectiveness.
- Assessment Tool
- REAL TALK Self-Assessment
- Are You Doing Fake Talk?
- Hold conversations that achieve REAL results
- Resolve conflict in a way that promotes cooperation
- Solicit and deliver feedback that improves execution and accountability
- Deliver messages that are powerful and convincing
- Improved respect, relationships, and results
- Ability to provide and receive feedback that increases accountability
- New levels of respect and improved relationships, resulting in increased job satisfaction and employee retention
- Improved teamwork and productivity
The Execution Happens Model
Overview – Illustrates the process developed to help work teams assist each team member to align their work to the strategies of the organization. Execution Happens is all about focusing on the work that must be done to serve the highest purposes of the organization.
The Execution Happens Model Illustrates...
Review Your Work
Learn Your Strategy
Identify Work Tasks
Prioritize Work Tasks
Prepare To Work
Develop Work Plan
Complete Work Plan
Results by Assessment
Overview — Illustrates that research and assessment are required to make smart decisions. Assessment is at the foundation of every course and the driving factor for our return on investment analysis.
Results by Assessment Model Illustrates...
Results by Coaching
Overview — Illustrates the five elements required to have lasting changes in behavior—Knowledge, Application, Motivation, Accountability and Time.
Results by Coaching Model Illustrates...