Our method
The characteristics of our training
What is
the training method
of InformaAZIONE?
Concreteness and application are our keywords.
Before the classroom
Classroom closure
In the concluding phase, the knowledge acquired during the training is put into practice. The tools acquired become a new behaviour to be practised in the company.
Team Learning
The didactic architecture of the courses favours the creation of a dynamic learning environment, promoting the formation of cohesive groups.
Through interactive methodologies such as exercises and simulations, individual experiences are harnessed for the benefit of common objectives. This approach makes the learning content easily applicable and adaptable to the specific business context. In addition, skills are developed that foster collaboration and sharing within the group.
INTERSESSION
Together with the client, intersessional exercises such as individual or group ‘homework’ can be planned and designed to consolidate learning between sessions. Teaching materials are prepared for personal and group study.
Edutainment:
Learning while having fun
The role of positive emotions in learning processes is fundamental
Development of the professional potential of individuals
Increased involvement and motivation
Improved performance and effectiveness at work
Stress reduction and personal and professional life balance
Increased collaboration and listening
Improved communication and team cohesion
Increased productivity
Development of emerging leaders
HOW IT WORKS
First appointment: to get to know each other, assess needs, and clarify objectives and expectations.
Second appointment: presentation of our training proposal, and budget, discussion of proposed solutions and brainstorming on critical issues and opportunities
Closure of business agreement
The micro-design meeting, details of the proposed training, scheduling
Delivery, feedback meeting
Following steps
A distinctive element of InformaAzione and one that can be studied together with the company is the identification of TARGET BEHAVIOUR, an activity that allows both to improve performance but also to MEASURE THE RETURN ON THE INVESTMENT OF THE TRAINING ITSELF.
Together with the customer, we assess the target behaviour
to be measured before, during and after training.
Examples of target behavior are: increasing the number of evaluation meetings between managers and co-workers; reducing the sending and receiving of e-mails; reducing time spent in meetings; reducing stress (in terms of burn out and illness), and much more, depending on the company's objectives, the roles of the participants, and the level of involvement desired.
Identifying target behavior allows:
A better definition of expectations or objectives
Clarity on ‘what to do’ concretely by proposing a behavior
Keep the focus on the training objective
Measure the impact of the training (and calculate the ROI)
Measuring the return on training investment
It is possible to envisage the application of an evaluation instrument taking inspiration from KirkPatrick’s model and measuring all or some of these 4 levels,
Enjoyment: the emotional response of the participants.
Learning: simple tests of the content.
Behavior: in the micro-planning phase, with the participation of the HR department, 1 or 2 target behaviors should be identified and then measured with simple ‘tests’ before and after the intervention.
Case
Study
In Eurotranciatura, the target behaviour identified was the increase in collaboration between colleagues, and a 14% increase in production was achieved.
In the municipality of Vimercate, the target behaviour measured was the reduction of the receipt and sending of e-mails. Incredible results: -30% sent; - 53% received.