Our passion for learning is unbreakable—our values guide our work... Craftsmanship | Partnership | Fearless creativity | Lifelong learning
Learnitude’s experience literally covers the globe from the United States to Brazil to Egypt to the Philippines and many countries in between. Participants range from peacekeepers to bomb technicians to lawyers, and topics range from leadership to tactical medicine and from defensive tactics to high-risk prison transport. So, from wherever you are to wherever you are going, we have you covered.
Our mission is to create a world free of learning casualties; we achieve this by conducting a deep dive of the issues.
First, we learn about the target audience—where they stand and how far they need to go. Then, we learn their environment—what resources can they access, what challenges will they face, and what support will they have. We study their culture and their potential motivation. This information enables us to make critical design decisions such as determining what instructional strategies and delivery methods will be most appropriate and effective for the learners.
A learning needs analysis helps us begin with the end in mind. Before designing a learning product, we ask the following five questions:
Only after we fully understand the answers to these questions do we begin our design.
At this stage, we design a solution to address key skills and knowledge gaps identified during the investigation. We follow the instructional systems design (ISD) model, which is a systematic and iterative method for creating learning experiences that develop and enhance the learner’s skills and knowledge. It intermingles education, psychology, cognitive neuroscience, and communications to create the most effective learning programs.
Learnitude prides itself with its ability to work with the best of the best in terms of subject matter experts. The ideal way to understand skills, knowledge, and competencies needed in any given area is to work with experts in that field. Together, we determine the process required to become an expert and search for problems or potential problems to get there.
Now, our goal is to make learning happen and to make learning fun. Here is where we develop and deliver the learning solutions that gain learner attention and improve retention. Learnitude models best practices—limited lecture, increasingly complex activities, lots of learning aids, lots of interactions and brainstorming, and lots of opportunities to build upon existing knowledge, get feedback, incorporate feedback, and add new knowledge and skills.
Learnitude designs learning experiences to effect change in human behavior by developing a love of learning and critical-thinking skills that take learners to the highest level of learning. We aren’t satisfied with learners learning the how—we keep on until they learn the why. This is our not-so-secret sauce. Our wish is that you take it and run with it (or with us).
Our solutions help achieve learning results to unleash the potential of your people.
We follow a rapid ISD model incorporating global best practices to create the optimum learning environment that ensures cognitive learning every time.
The result is learners who have opportunities to reflect on what they are learning and how it applies to other areas. Not only do they learn the how but, more importantly, they learn the why.
Learnitude provides critical support for your training efforts from design to delivery; our learner-centric experts can help you achieve learning results.
Being an expert in the subject matter is, of course, a requirement but so is being able to transfer that expertise. Our train the trainer courses not only explain best practices for training, but more importantly, they model them.
We ensure that our solutions align with your priorities by asking: Is the learning relevant? Did learning occur? Can more learning occur? Where? How? Was the training delivered efficiently and effectively? If not, why not?
For answers, we have designed multiple assessment tools, which we scrutinize and investigate ways in which to improve.
Building a culture is difficult. Preserving it can be even more difficult. Learning is an ideal way to influence culture as it deals with changing organizational behavior.
Our learning interventions create an opportunity to introduce programs, policies, and processes that can build a positive and supportive workplace so your team can do its best work.