Our Training and Learning Delivery Methods
So how do new skills get anchored? Based on the objectives of the learning, ECCO International utilizes a combination of delivery methodologies to meet those objectives. The key outcomes drive the methods, not the other way around. It may be a 90-minute webcast or a more complete system with pre-work, a series of learning events, followed by a detailed sustainment plan which holds people accountable for implementing new skills. Effective training outcomes are achieved by a carefully crafted blend of the best methods with the right tools.
Blended learning combines several types of training and communication methods to achieve the most effective performance gain possible. It may include, webcasts, instructor led training or eLearning. The key is to provide the skills and knowledge when and where they’re needed.
How We Work
ECCO International’s teaching approach provides a mix of lecture, discussions, case studies, experiential learning and working sessions. Small group exercises and peer coaching with other participants provides an opportunity to apply the tools and concepts to challenges the participants are currently facing. The more “real” we make the learning, the more effective it will be. When appropriate, we incorporate profiles and inventories, group activities, “real-play” experiences, visual imagery, experiential activities to demonstrate concepts in action, peer coaching, video scenario analysis and other creative learning techniques.
Whatever learning methods are used, a comprehensive workbook is provided for use during the program to track application ideas and to reference after returning to work. In addition, participants craft an Individual Development Plan (IDP) and use this IDP to:
- Guide application of new frameworks and skills to their work roles;
- Use as a basis for peer coaching conversations with another participant;
- Provide a foundation for ongoing development conversations with their own manager.
Why Pre-work and Sustainment Plans?
Given the variety in today’s workplace, the participants’ stage of readiness may vary. Targeted pre-work enhances the benefits to each participant in the learning environment as they have increased their awareness of the topic and its relevance to their individual job role. Targeted reading, self-evaluations and pre-work assignments to be completed prior to a learning event. Sustainment…enough said. ECCO helps each participant craft a plan to apply the new skills immediately…and hold themselves accountable. In this way, the training and coaching continues via a structured sustainment plan.
Relationship-Oriented Teaching Approach to Leadership
Emerging findings in neuroscience research suggest why inspiring and supportive relationships are important — they help activate openness to new ideas and a more social orientation to others. Insights such as these may move the primacy of a leader’s actions away from the often proselytized “results-orientation” toward a relationship orientation.
Here’s why it works: A study was designed to explore the neural mechanisms invoked as a result of relationships with resonant, high-leader member exchange, high-quality relationship leaders, and dissonant, low-quality relationship leaders. fMRI scans were conducted, with cues developed from these experiences.
This exploratory study showed that experiences with resonant leaders activated neural systems involved in arousing attention, the social or default network, mirror system and other regions associated with approach relationships. Meanwhile, dissonant leaders deactivated many of the same systems and activated those regions associated with narrowing attention, less compassion and more negative emotions.
What this means in practical terms is that effective leaders build resonant relationships with others around them and dissonant leaders seem to turn people off, alienate them and lose their motivation. The neuroscience findings emerging suggest a basic reason why inspiring and supportive relationships are important — they help activate openness to new ideas and a more social orientation to others.
This does not negate the importance of “results-orientation” management training, but instead shows the importance of the relationship portion of the formula.
Three Reasons to Use eLearning for Development of Leadership
Although training is still delivered live on many occasions, there are cost-effective and valid reasons for delivering training and leadership development remotely.
Reason #1: Training must be “generation conscious” to develop future leaders. Gen X and Gen Y workers have grown up with the Internet. We can benefit from this already accepted means of communication by creating learning environments modeled after online communities.
Reason #2: Incorporating eLearning methods into your organization’s overall training can reduce per participant costs. Caterpillar University constructed a model to calculate the key cost components of delivery methodology. Its key finding: in all cases where there is a learner population larger than 100, e-learning has a clear cost advantage. As the population increases, this difference becomes more pronounced. Even with a population as small as 100 and a class as short as one hour, e-learning was still more than 40 percent less expensive than instructor‐led training. When large populations are modeled (40,000+), the cost advantage of online learning is even greater, with savings as high as 78%.
Reason #3: eLearning benefits the learner.
- Adjusts to employee wants and needs: Delivering training via the Internet overcomes the obstacles imposed by the reality of a transient workforce.
- Flexibility to learn anytime, anywhere: Learners can access courses and content from their office, home or hotel room from any spot around the globe.
- Reduce travel and related costs: Save on hotels, airfare, meals and other travel expenses associated with traditional onsite training.
- Just-in-time learning: Online learners can access the training when they need it rather than enrolling in a classroom training dictated by a predetermined schedule.
“Perhaps the most telling research for the continued trend of accelerating the use of e‐learning methods is tied to learning styles associated with the various generations of employees that make up our workforce. Identifying and mentoring of younger and newer employees by seasoned employees is the key.”
Human Capital Study and Report of Results
Reach more people, with more impact, and more long-term results by combining proven learning methodologies with a delivery technology. Tell us your eLearning needs and we’ll tell you how we can help.
Training Developed by ECCO – Delivered by You
Sometimes, it’s best for employees to learn from their own supervisors and managers. With our train-the-trainer workshop, ECCO International gives your leaders the tools to deliver powerful, results-based training to their staff.
The Training Technology System, developed at the University of Minnesota, is the basis for this training. It consists of five components:
- Analysis of training needs
Skills for carrying out each of these components are presented during the train-the-trainer workshops, which are conveniently conducted at the client’s own location. At ECCO International, we customize our train-the-trainer services for your organizational development needs.
Effecting Creative Change in Organizations | Contact ECCO
We would be happy to provide you with a free initial consultation or proposal. Please call us at (651) 636-0838 or contact us via email. We look forward to working with you.