Understand the working context.
Discuss the areas that hinder progress with stakeholders and learners. Identify the situations, tasks and behaviours that need attention.
PurposeA shared view of the learning need.
Insite’s training approachStart with the need.
Start with the need.
Design for application.
A clear learning brief connects business context, competencies, practice and an assessment conversation.
The Insite perspectiveStart with people.
Start with people.
Connect learning to work.
A purposeful engagement connects a clear need with relevant practice and an opportunity to apply the learning.
UnderstandPractiseApply
Discuss your learning brief ↗Our learning processAnalyse. Design. Develop.
Analyse. Design. Develop.
Deliver. Assess.
Six connected steps help turn a workplace concern into a focused learning engagement. Confirm the assessment and reporting scope with Insite before delivery.
- 01
Needs analysis - 02
Session design Turn the need into a learning plan.
Discuss the learning objectives, methods, practice activities and estimated duration before confirming the engagement.
PurposeAn agreed session plan and scope. - 03
Pre-training assessment Establish a relevant starting point.
Where appropriate and requested, agree a competency assessment for a selected learner group and the assessment method to use.
PurposeAn optional baseline, where included in scope. - 04
Training delivery Make practice relevant to the audience.
Use facilitation, examples and purposeful practice to work on the agreed competency gaps and connect ideas with workplace situations.
PurposeOpportunities to practise the target skills. - 05
Post-training assessment Look for application after learning.
Agree when and how to review the use of competencies after training, allowing an appropriate period for participants to apply the learning.
PurposeEvidence relevant to the agreed learning priorities. - 06
Relevant reporting Bring the learning conversation back to stakeholders.
Share the relevant observations and agreed reports with stakeholders to support the discussion of learner progress and next steps.
PurposeA clear basis for the follow-up conversation.
Before confirming a program
Make the expectations clear.
A workshop scope should reflect the time available, the participants’ starting point and the opportunity for application afterwards. Bring these questions into the discussion before choosing activities or a duration.
- What needs to change?Describe a specific workplace behaviour.
- Who needs the capability?Make the audience and role context clear.
- Where will practice happen?Identify a realistic opportunity to apply learning.
Useful assessment questions
Can the learner demonstrate the skill? Can they recognise when to use it? What feedback or support would help the next attempt?
These questions help frame a learning conversation. They do not replace a clear agreement on what a specific engagement will assess.
Discuss assessment and scope ↗Questions, answered
Before you take the next step.
Is assessment included in every program?
Discuss assessment requirements explicitly with Insite. The published process includes assessment options, but the method and reporting should be agreed for the engagement.
Can a workshop guarantee ROI?
Financial return depends on many factors, including application, work conditions and business measures. Agree on learning and behaviour indicators rather than assuming a guaranteed return.
What should we share in the first conversation?
Bring the audience, workplace challenge, intended behaviour, approximate group size and preferred timing.
Start a focused conversation
What would you like your people to do differently?
Share your audience, workplace challenge and preferred timing with Insite.