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Solution Series

Help your talents to master mission-critical competencies.

The Challenge

Mission-critical competencies are too important to leave to chance – therefore making training and post-training reinforcement necessary.  Also, for mission-critical competencies, you need your people to keep building on these skills in the months and years to come – to continue learning long after a training programme has concluded and its reinforcement time frame is over.  However, to justify such long-term investments in learning, you must be able to see and demonstrate impact.

The question then arises:

How do you combine training, reinforcement, and ongoing learning seamlessly - in a way that demonstrates impact?

The Solution

In partnership with Mindmarker, we provide design and consultation services – on creating learning journeys for specific learner groups – for people that are going through long-term development programmes. Each learning journey will give you:

  • Real-time insights on a learner’s progress and their skill gaps
  • Customisable content
  • Self-directed learning pathways
A vector illustration of a woman reading the books she encounters along the journey.

How Our Learning Journeys Works

Here’s how we design and implement a custom-built learning journey (of up to 36 weeks) for any development programme:

STEP 01

  • Consult around the objectives and behavioural outcomes of the organisation

STEP 02

  • Obtain buy-in from learners through a series of onboarding activities

STEP 03

  • Create knowledge-focused courses that push out microlearning and assessment chunks – where learners have the option to select any course that they wish to learn and at their own pace. Here, learners are able to personalise a learning pathway that best facilitates their development

STEP 04

  • Tie the above with post-training reinforcement to form a seamless process

The Solution

In partnership with Mindmarker, we provide design and consultation services – on creating learning journeys for specific learner groups – for people that are going through long-term development programmes. Each learning journey will give you:

  • Real-time insights on a learner’s progress and their skill gaps
  • Customisable content
  • Self-directed learning pathways
A vector illustration of a woman reading the books she encounters along the journey.

How Our Learning Journeys Works

Here’s how we design and implement a custom-built learning journey (of up to 36 weeks) for any development programme:

STEP 01

  • Consult around the objectives and behavioural outcomes of the organisation

STEP 02

  • Obtain buy-in from learners through a series of onboarding activities

STEP 03

  • Create knowledge-focused courses that push out microlearning and assessment chunks – where learners have the option to select any course that they wish to learn and at their own pace. Here, learners are able to personalise a learning pathway that best facilitates their development

STEP 04

  • Tie the above with post-training reinforcement to form a seamless process

Who will benefit

This programme is great for L&D teams who are looking to implement Level 3 Training Evaluation and ongoing learning for their training programmes.

Your Business Impact:

Knowledge Retention: Help your professionals to retain knowledge learned from training.

Behaviour Change: Motivate your people to apply their new skills regularly and track their progress.

Useful Data: Gather data that helps your L&D teams to make better training decisions.

Who will benefit

This programme is great for L&D teams who are looking to implement Level 3 Training Evaluation and ongoing learning for their training programmes.

Your Business Impact:

Knowledge Retention: Help your professionals to retain knowledge learned from training.

Behaviour Change: Motivate your people to apply their new skills regularly and track their progress.

Useful Data: Gather data that helps your L&D teams to make better training decisions.

Reinforce the knowledge that’s learned during training and watch your people impact your organisation.

The Challenge

Estimates show that only 10-30% of training translates into behaviour change at the workplace. This leads to an important question: How do you help your learners to apply their new knowledge in their jobs? Put another way, how do you increase post-training behaviour change at your workplace? This is especially important when leaders and senior professionals are the ones being sent for training.

Because without post-training reinforcement:
  • People might forget what was learned
  • They might lack the motivation to apply the new skills
  • They may not get essential feedback from peers and supervisors
  • HR and L&D units won’t receive robust behaviour change data
Resulting in a lack of on-the-job behaviour change.
Similarly, do you also find it difficult to:

01

  • Measure long-term behaviour change?

02

  • Implement a proven methodology and tool for reinforcement?

The Solution

Equip your internal L&D team with the skills to design post-training reinforcements with a proven methodology. We’ve partnered with Mindmarker, a leader in post-training reinforcement, to create the Mindmarker Designer Workshop. At this workshop, we share our know-how so that your L&D professionals can design their own post-training reinforcements.

A vector illustration of a woman using a laptop.

How the Mindmarker Designer Workshop Works

We teach your L&D professionals the methodologies and the skills to design training reinforcements on the Mindmarker app. They then apply these competencies to your organisation’s existing training programmes. Our coaches will work with your team over a 12-week period to answer their questions and to help them overcome hurdles as they encounter them.

By the end of this workshop and the subsequent 12-week coaching, your L&D professionals will be able to:
  • Understand the 7 Principles of Reinforcement – the core methodology for designing post-training reinforcements
  • Use the core methodology and our ‘planning boards’ toolkit to design reinforcement programmes
  • Analyse potential pitfalls that may prevent the successful implementation of reinforcement programmes and consequently, prevent behaviour change
  • Learn to navigate the Mindmarker portal and app – to push-out reinforcement activities and obtain important data on behaviour change

The Solution

Equip your internal L&D team with the skills to design post-training reinforcements with a proven methodology. We’ve partnered with Mindmarker, a leader in post-training reinforcement, to create the Mindmarker Designer Workshop. At this workshop, we share our know-how so that your L&D professionals can design their own post-training reinforcements.

A vector illustration of a woman using a laptop.

How the Mindmarker Designer Workshop Works

We teach your L&D professionals the methodologies and the skills to design training reinforcements on the Mindmarker app. They then apply these competencies to your organisation’s existing training programmes. Our coaches will work with your team over a 12-week period to answer their questions and to help them overcome hurdles as they encounter them.

By the end of this workshop and the subsequent 12-week coaching, your L&D professionals will be able to:
  • Understand the 7 Principles of Reinforcement – the core methodology for designing post-training reinforcements
  • Use the core methodology and our ‘planning boards’ toolkit to design reinforcement programmes
  • Analyse potential pitfalls that may prevent the successful implementation of reinforcement programmes and consequently, prevent behaviour change
  • Learn to navigate the Mindmarker portal and app – to push-out reinforcement activities and obtain important data on behaviour change

Who will benefit

This programme is great for L&D teams who are looking to design post-training reinforcements with Mindmarker.

Your Business Impact:

Knowledge Retention: Help your professionals to retain knowledge learned from training.

Behaviour Change: Motivate your people to apply their new skills regularly and track their progress.

Useful Data: Gather data that helps your L&D teams to make better training decisions.

Who will benefit

This programme is great for L&D teams who are looking to design post-training reinforcements with Mindmarker.

Your Business Impact:

Knowledge Retention: Help your professionals to retain knowledge learned from training.

Behaviour Change: Motivate your people to apply their new skills regularly and track their progress.

Useful Data: Gather data that helps your L&D teams to make better training decisions.

Turn knowledge into habit, then into lifelong impact with post-training reinforcement.

The Challenge

Most businesses discover that the learning conducted during training doesn’t transfer to the workplace. The lack of transfer is often due to the forgetting curve and inadequate practice opportunities – which means that behaviours are slow to change.

If you’re struggling to:
  • Change deep-rooted behaviours and corporate culture
  • Help your talents to retain knowledge and skills
  • Create a company culture of continuous learning
Then, we have the perfect solution for you!

The Solution

What if you could have a proven tool to drive behaviour change in your organisation? We’ve partnered with Mindmarker, the leader in training reinforcement, to bridge the gap between training and business impact. Now, we’re bringing their tested, award-winning app to the rest of Asia.

A vector illustration of a man lifting the barbell.

How Post-training Reinforcement Works

A vector illustration of a woman using a laptop.

01Training

Learners attend training

A vector illustration of a man lifting the barbell.

02Post-training Reinforcement

Learners are onboarded to a reinforcement programme of up to 12 weeks – to ensure that knowledge is retained and intended behaviours flourish

A vector illustration of a man lifting the barbell.

03Learning Journeys

Learners continue to build knowledge and skills with their own personalised learning journey of up to 36 weeks

Implementing Post-training Reinforcement in Your Organisation

STEP 01 - DESIGN

We’ll work with your leaders and trainers to fully understand your unique situation and learning objectives. Based on these insights, we’ll identify the key behavioural objectives and knowledge to reinforce over the course of the post-training reinforcement. If you have existing training materials, we can incorporate them here too.

Learn more about our Mindmarker Designer Workshop For Training Reinforcement here.

STEP 02 - EXECUTION

Your learners will be onboarded into a reinforcement programme immediately after training. The Mindmarker app will send out bite-sized reinforcement messages to your learners for 8 – 12 weeks. These messages are expertly crafted to move learners through the following stages:

1. Awareness – To gain the learner’s buy-in on the importance of applying the intended skill

2. Knowledge – To coax the recall of key concepts and to evaluate knowledge retention

3. Application – In this phase, your learners will get the opportunity to practice their skills

To get you up to speed with Mindmarker, we’ll provide you with useful, on-time training on how to set up and operate the Mindmarker platform. To learn more about the Mindmarker Designer Workshop For Training Reinforcement, click here.

STEP 03 - ANALYSIS

Your Learning and Development department will receive access to real-time data showing a range of analytics that includes:

  • How engaged your learners’ are
  • Their learning progress
  • Knowledge retention level
  • And behavioural change data

You’ll then be able to use these valuable insights to make decisions that will improve your training strategies and programme effectiveness.

The Solution

What if you could have a proven tool to drive behaviour change in your organisation? We’ve partnered with Mindmarker, the leader in training reinforcement, to bridge the gap between training and business impact. Now, we’re bringing their tested, award-winning app to the rest of Asia.

A vector illustration of a man lifting the barbell.

How Post-training Reinforcement Works

A vector illustration of a woman using a laptop.

01Training

Learners attend training

A vector illustration of a man lifting the barbell.

02Post-training Reinforcement

Learners are onboarded to a reinforcement programme of up to 12 weeks – to ensure that knowledge is retained and intended behaviours flourish

A vector illustration of a man lifting the barbell.

03Learning Journeys

Learners continue to build knowledge and skills with their own personalised learning journey of up to 36 weeks

Implementing Post-training Reinforcement in Your Organisation

STEP 01 - DESIGN

We’ll work with your leaders and trainers to fully understand your unique situation and learning objectives. Based on these insights, we’ll identify the key behavioural objectives and knowledge to reinforce over the course of the post-training reinforcement. If you have existing training materials, we can incorporate them here too.

Learn more about our Mindmarker Designer Workshop For Training Reinforcement here.

STEP 02 - EXECUTION

Your learners will be onboarded into a reinforcement programme immediately after training. The Mindmarker app will send out bite-sized reinforcement messages to your learners for 8 – 12 weeks. These messages are expertly crafted to move learners through the following stages:

1. Awareness – To gain the learner’s buy-in on the importance of applying the intended skill

2. Knowledge – To coax the recall of key concepts and to evaluate knowledge retention

3. Application – In this phase, your learners will get the opportunity to practice their skills

To get you up to speed with Mindmarker, we’ll provide you with useful, on-time training on how to set up and operate the Mindmarker platform. To learn more about the Mindmarker Designer Workshop For Training Reinforcement, click here.

STEP 03 - ANALYSIS

Your Learning and Development department will receive access to real-time data showing a range of analytics that includes:

  • How engaged your learners’ are
  • Their learning progress
  • Knowledge retention level
  • And behavioural change data

You’ll then be able to use these valuable insights to make decisions that will improve your training strategies and programme effectiveness.

To get a major disruptor is amazing. We strive for engagement and learning on-the-go. Mindmarker ticked all the boxes. The results are undeniable. Now we use it on all core in-house programmes.
– Katie LackeyBank of America
Forget training objectives. I'll be asking all training providers what their behaviour change objectives are, and how they plan to get behaviour change after their programmes. People Potential is the new benchmark.
– Head of Area Sales Management & TrainingRegional Bank in Singapore
Our organisation realised that the level of detail the Mindmarker reports cover were more valuable than what our LMS system could generate in tracking and driving behaviour change. Now we’re seeing higher productivity and performances across all our staff. It was worth the investment.
– Melanie WatersGlobal Q&C I/T Training & Development Manager, Johnson & Johnson
The design was rigorous but offered an exciting way to get our material mobile and for staff to apply it so intuitively. Mindmarker allowed us to innovate our follow-through process and extend our engagement, product knowledge and value to staff and clients.
– Linda CassadySr. Development Excellence Leader, Roche
As one of the world’s leading biotech companies, our staff push the boundary in experiential learning. To keep them motivated, engaged, and applying (new learnings), we have found Mindmarker to suit that role. We’ve tried other alternatives but not with similar returns on investment.
– Omar NielsonSr. Manager Learning Technologies, Genentech
Over the past few years, I’ve worked with the Mindmarker team on several projects across a handful of companies, and can honestly say that they’re not only the best reinforcement app on the market but also the best group of people to work with. I am very impressed with how easy the app is to work with and to author in. I also find immense value in their reporting systems.
– Treion MullerVice President Digital Solutions, TwentyEighty

Your Business Impact:

01

Your professionals will apply their new knowledge and skills back at the workplace.

02

Learning and development departments will finally have data on behaviour change. Therefore, enabling you to show how trainers have impacted the business.

Your Business Impact:

01

Your professionals will apply their new knowledge and skills back at the workplace.

02

Learning and development departments will finally have data on behaviour change. Therefore, enabling you to show how trainers have impacted the business.

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