Learning & Training Consulting

Learning & Training – Co-existence is Critical

‘Learning’ entails building a new persona or adding to an existing persona in terms of new knowledge, skills, and capabilities. And ‘Training’ is one of the proven ways to execute the ‘Learning’.

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?

Dream With Us

Being Complimentary and Supplementary to One Another

Let’s go back to basics once again. ‘Consulting’ is a way to ensure that ‘Training’ has done its job and ‘Training’ provides the knowledge, business scenarios, and examples required to perform the task at hand. Now which one comes first, debatable, isn’t it?

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.

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.

What You Get With Us?

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.

* The option for an offshore Learning Consultant is based on project criticality and other discussions based on project timeline, implementation roadmap and commercials.

What We’ll Give You?

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?

Real-Time Collaboration

We don’t believe in answers like, “I don’t know” or “Let me find someone to answer that” because we know you want answers right now. We want to partner with you to drive partnership for your employees, clients, and their customers.

A Landscape of Knowledge

In the space of digital learning, our wings are spread across the length and breadth of a diverse education spectrum.

Accessibility Content Delivery Continuous Training
Blended Learning eLearning eLearning Content Authoring
Course Creation eLearning Development eLearning Performance Support
eLearning Design Gamification Hybrid Learning
Game-Based Learning Instructor-Led Training Interactive Training
Instructional Design Learner Experience Learning & Development
Interactive eLearning Learning Culture Learning Innovation
Learning Technology Learning Management System Learning Styles
Learning Management Migration Mobile Learning
Microlearning Reskilling Retention
Performance Measures Scenario-Based Learning Spaced Repetition
Training Outcomes Training Platforms Training Program
Training Strategy Upskilling Virtual Classrooms

Unique Differentiator

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.

Unavoidable Questions

In hindsight, this also translates to how we operate.

  1. Who needs learning and training?
  2. What do they need in learning and training?
  3. What factors are currently impeding learning and training performances?
  4. How to design an effective learning strategy and effective training strategy?
  5. How to quantify and measure the impact of learning and a training outcome?
  6. 6. What is the ideal starting point for learning to commence and training to be given?

A Simple Approach

We don’t need to reinvent the wheel. William McGhee’s and Paul Thayer’s Three-Level Analysis is the best place to begin. The three levels of needs they suggest are:

  1. Organizational – Focused, Strategic Objectives and Outcomes
  2. Operational – Role, Responsibilities and Task Capabilities
  3. Individual – Personal Workplace Effectiveness

If you notice, there is a clear view of the approach you need to take to answer the six questions.


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:

  1. Applications
  2. Capability
  3. Capacity
  4. Data
  5. Intent
  6. Knowledge
  7. Motive
  8. Processes
  9. Skills
  10. Tools

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.