High Performance Learning Journeys
This post is not about culture, worldviews or Inter-Cultural Intelligence. It is about the road to get there.
Last year, one of our staff members got certified as a Brinkerhoff High Performance Learning Journey Architect, and it greatly impacted how we deliver our learning journeys.
The key objective of a High Performance Learning Journey (HPLJ) is to help participants in a program successfully use and implement what they learned and impact their organization. In a traditional training program, think workshops or eLearning, about 15% of the participants has a high impact on the organization/business with their learning. In a HPLJ structured training program, this can increase to about 80%. (1)
How do we do that?
It starts with an ongoing focus on building commitment by both the participant and his/her supervisor throughout the journey and ongoing support & encouragement by one’s supervisor and peers. Building knowledge and developing & practicing skills go hand in hand. Knowledge that doesn’t result in skills or performance shouldn’t be in the learning journey. Lastly, we anticipate that performance barriers exist and do our best to identify those during the learning journey so we can mitigate and overcome them together before the learning journey is over.
The vehicle used is stretching the journey in multiple dimensions. For instance, we spread out the learning (and practicing) over a longer period of time. (Hence, we now call our programs “learning journeys” instead of workshops). We use multiple relations as we involve peers, supervisors, course facilitators etc. in the Learning Journey, and we also use a variety of formats and tools like eLearning, face-to-face interactions, coaching, webinars etc.
But how do you do High Performance Learning Journeys with volunteers, married couples and other people who don’t have the push of a boss and/or incentives of raises and bonuses? (This is the majority of the participants in n-Culture’s programs)
The same way as with regular business training. We analyze the need for training (what is needed and why?) and we devise a learning strategy that focuses on building ongoing commitment (and support), delivering knowledge that is useful for one’s situation, developing and practicing skills needed to perform and have an impact and assessing, analyzing and mitigating performance barriers.
For instance, a 6-hour workshop to train Americans who will work with refugees from the Middle East or Africa will now be a 7-week Learning Journey built around a 4-hour workshop. Before the face-to-face workshop, we help you articulate your needs and desire for training (build commitment). We help you discover your personal cultural profile (build commitment and knowledge) and give you some short assignments to observe the world around you. This way the workshop now focuses on digesting the learning and practicing skills. After the workshop, the learning continues with short emails and videos that reinforce the learning and give short assignments to keep practicing. The participants are then encouraged to check in with each other and share success stories to keep the momentum going.
Published Jan 24, 2020
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