Richardson’s training design and delivery methodology support how adults learn.
We believe that adult learning is most effective when presented in a relevant context so that the skills, strategy, and knowledge are meaningful to participants and can be applied directly in the training. Therefore, our design philosophy is to customize our core programs using our effective and efficient proprietary customizing process and tools. We incorporate participants’ real-world challenges, sales tools, and processes into developing cases/exercises.
Our training methodology is based on the premise that participants/adults are not blank slates, and we utilize a process of questioning and generating a dialogue before presenting concepts and models. By doing this vs. lecturing, we gain participant involvement and buy-in before we build models and teach learning points.
We use a “learning by doing” training methodology to support behavior change through highly interactive training. Using our customized cases and exercises, we ensure that participants apply the skills and strategies learned and receive intensive coaching and feedback. We utilize role plays, drills, in-the-action feedback, and other application techniques. We supplement learning by doing with some other teaching strategies, including small group discussion, drills, flip chart development to capture participant opinions and ideas, and limited PowerPoint slides. For Train-the-Trainer workshops, we not only provide Leader’s Guides, but we also provide in-depth Leader Notes for every case and exercise that provide additional insights and best practices.
One of the unique training/coaching methodologies we use is called “redirect.” This is a process in which the trainer stops the action and gives real-time feedback so participants are not only supported in the role play, but it also fosters behavior change by allowing participants to experience the impact of applying the new skills, models, and strategies as they increase their effectiveness.
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