You will agree that this isn’t a myth that many employees don’t typically enjoy or queue up for training, the moment one is announced. Have you ever wondered why? The reasons are manifold, including a history of attending long boring sessions, lack of learning design elements or rather lack of fun in training, interruptions to their core work and more.
A Learning Consultant is someone who creates a bridge between the training your organization offers and the outcomes it wants. In other words, it ties training curricula and tools to clear, performance-based goals, strategic outcomes that reflect your business goals, long-term roadmap and needs.
While organizations may have the domain expertise and knowledge that needs to be transferred to its employees or rather learners, they don’t necessarily have the acumen to identify if that is what is required by the learners. This is where, learning consultant steps in. A learning consultant identifies the right training solution via the type of design, the right mode of delivery, and the right time or intervals of time when the content needs to be provided to the learners.
Organizations and L&D teams save a lot of crucial training costs simply by taking the services of learning consultant. A competent learning consultant understands the pain points of organizations, designs optimal training solutions that meet the needs of the organization. A learning consultant lays down the roadmap for a successful and meaningful learning journey that benefits both the organization and the employees. It’s a win-win for all.
There are several benefits of learning consulting. A few are enumerated below.
If we had to pick an example, in sales terms, ‘Learning’ would help you build a culture of winning deals, and ‘Training’ would help you win many deals. Wouldn’t you want the best of both?
A learning consultant helps through:
Training needs analysis, learning needs analysis and recommends a training plan that covers all bases. This in turn results in better ROI in terms of training man hours, better retention of learning by employees as well as application of knowledge to the job.
In a nutshell, Learning Consultants are part of a more personal, consultative approach. We work with you to dive deeper into the nuts and bolts. We create content or help you create relevance for your content, and we work towards knowing your clients. It’s a journey.
Therefore, from a learning consulting standpoint, we focus on specific learning that is needed and delivered through classes and training.
And when we step in as a Training Consultant, you’ll get custom learning solutions that drive a cultural, behavioral and knowledge focused change. Identifying and analyzing learner and business needs by working with your functional groups or working closely with a Learning Consultant paves this way. The focus on is experience and a results-driven learning experience.
When you sign up with Tesseract Learning, you’ll have a Learning Consultant assigned to you.
This assignment for all the right reasons, is based on your industry and location, so you’ll get an onshore Learning Consultant * aware of your specific needs and adaptable to grow with the project. They will know you, your accountabilities, your commitment to your organization and what products you have, and they get to know your stakeholders and organization. The same Learning Consultant may not be available every time you call, but we work internally to do our best to make this happen, so that they stay with you as you grow your business and recreate your learning journey architecture. You have a person who stands to learn and be nurtured through the interactions you have.
When becoming a part of the organization, every new employee goes through training to execute day-to-day operations based on the business function that hired them. Getting to know the functioning of that business function and how job-specific tools are operated to fulfil responsibilities requires training. In essence, through training relevancy, we cannot reshape the employees’ behavior. Still, all we can do is teach them how things are carried out effectively and adequately to carry out the processes independently. And upskill training is just an extended arm to training but in this case for existing employees.
Customers and other stakeholders have different needs, require specific information and excellent services. Through both ‘Learning’ and ‘Consulting’, we understand your needs, your customer’s needs and perform the relevant tasks required to assist in our endeavor to find the perfect pathway to knowledge being imparted and imbibed.
Our approach to both ‘Learning’ and ‘Training’ follows an enlightening route. Irrespective of the magnitude of the task at hand, curriculums differ and diversify. But even through this, what we shouldn’t let go of is about looking at gaps in employees’ performance, the ability to identify why there is a gap, what the current state is and what the future state should be, all based on measurable results is nothing but ‘Performance Analysis’.
So, where do we start from? Just a glimpse into this. Gaps could be in:
You ensure that your workforce, no matter where they are from or what language they speak, must have the skills to perform their job. To get to what’s best, the outcome should be a combination of the best of both worlds.