So, how do we do it?

First, we set the target.

From our years of experience, we find learning transfer is enhanced when the learner feels the content is relevant to their work. In order to achieve relevance, we execute a robust discovery process.

Then, we select the arrow.

We have built an extensive quiver filled with both a variety of design approaches, as well as content solutions.


Next, the arrow in flight.

Just as the archer aims the arrow, the facilitator and/or coach ensures the desired behavior change. We take as much care in staffing programs as we do in developing the design. 

Finally, sustainment.

Some people say, “Corporate training never works.” We say, “Bad training never works.” The same thinking that creates a memorable learning experience, creates a powerful sustainment journey.