Customising Learning

Choosing Your Learning

There is a right way and a wrong way to design learning, make sure you get it right for your business or organisation so that your people get the learning they need in the right way at the right time

  • Get it Right

    1. Describe - what will people do differently at the end
    2. Use Blooms' taxonomy to identify the level of learning
    3. Write out your objectives
    4. Analysis Current Reality - what is the current position/circumstance/available budget
    5. Only now start to think about how you might provide this learning

  • Get it Wrong

    1. Agree to do some training and development
    2. Decide that it will be a 2 day face-2-face workshop
    3. Find a programme or a provider
    4. Write the aims and objectives of the programme

How ClearWorth Customises Learning

Focus or specific population?

Designed in partnership with the business

Designed to fit your culture

Tailored to fit the audience and the circumstances

Aligned with the business strategy

Aligned with the business strategy

Have your own custom programmes to suit your needs anywhere in the world

We can:

  • Run bespoke programmes for your company – e.g Your company 6 Questions for Leading Achievers
  • Design, develop and/or develop tailor made programmes
  • White label any of our existing products for you.
  • Design materials for your learning management system
  • Provide you with your own learning management system and add existing materials to it

Where will ClearWorth start?

Design must always start with a question and typically it is a question like this:

  • What will be different at the end of the training or intervention?

To help us think through this we use the invaluable work by Benjamin Bloom. Before we design anything we must have clarity. To see why we believe this is the optimum approach to setting learning objectives see our thinkspot. Link here to our Thinkspot on Bloom's Taxonomy of Learning.

How will you work with us?

Ideally we will work iteratively in the design phase. By the end of this phase we have clarity on the learning objectives, the business needs and drivers, the audience and the hopes and aspirations for this training we can begin the development phase, where we scope out ideas and options.

During this phase we would link closely with the business, testing ideas and design at all key stages. No detailed development should begin before everyone is sure we have understood the business needs.

What phases will we go through?

  1. Design – sort out the objectives and deliverables
  2. Develop, focus on customizing existing materials or designing new ones
  3. Deliver, ClearWorth can develop programme or can work with inhouse trainer to deliver.

If the training is online and to be used in the client environment a testing phase will be needed. We need to talk to your IT department to check things like browser and firewall settings.

Are you just charging us to reuse existing materials

Quality interactive online materials are time consuming to make. If you can use/adapt/customize an existing product it will keep your costs down. If not we will start from scratch but this will be built into your costs from the beginning.

Clearworth Case Studies

Medal – Pfizer Senior Manager Development
Early adoption of blended and elearning into a senior management development programme, with accreditation. The Medal Programme The Challenge: A Senior Management Development Programme, using an action learning approach with inbuilt motivation to carry on learning and applying the learning at work. The topics to be covered were similar to those on many other senior […]
Read More
Making the Most of Your Potential in Teams and Groups – Using Myers Briggs
By understanding oneself and our motivations we can be more deliberate in the behaviours and approaches we choose. Sharing a language to discuss this is extremely helpful, especially for people who are not professional managers but promoted into those roles. When we understand others and their motivations, we can be more deliberate in the way we […]
Read More
Medal – EDF
A senior management development programme incorporating action learning and mentoring programmes to challenge and develop leadership qualities. The Challenge The client needed to develop senior managers across the organisation into a leadership role. The programme was to cover the usual elements of a senior managment programme using an action learning approach and also a challenge […]
Read More
Getting More of What You Want
A highly interactive online and workshop experience designed for an established team to consider and develop their communication styles, to enhance working relationships. The Challenge: The client wanted a highly interactive workshop which encouraged people to think about their working relationships and had them consider how to develop more confidence and competence in influencing. With […]
Read More
Senior Manager Development – blended leadership development
Innovating the blended leadership development approach for senior managers across a technical publishing organisation, featuring a 10-week online classroom experience and forum spanning 5 leadership modules, followed up with a 3-day face to face workshop. The Challenge With budget constraints the client was struggling to find a way to provide the skills and competence their managers and team […]
Read More
Management Education and Development through Action Learning (MEDAL)
An action learning programme (ALQ) for senior managers, combining interactive management workshops with ‘virtual’ group research project and individual questions. The Challenge: The client was looking to develop 18 participants into a leadership role; all were currently in middle-manager roles in a publishing and information services company with 3-5 years’ experience but little direct management […]
Read More