Learning Consulting

L&D today


The fast-paced changes in the business world over the last two decades have made learning and development indispensable to organizations. There has been exponential growth in the south-east Asian corporations both in terms of the numbers of people and in the nature of work. This lead to large-scale hiring, which in turn, brought in challenges of quality of workforce and productivity. More people also meant diversity in personality types, cultures, mindsets, preferences and many other aspects. The opportunities for employees increased and to be able to use these opportunities people needed to upgrade their skills and competence.

The last few years have also seen recessions in specific industries and geographies. Organisations were compelled to take difficult decisions like upskilling, reskilling, downsizing, enforcing pay cuts etc.

In all of these situations, Learning and Development has had a pivotal role to play. Developing people for internal growth opportunities is just one of the many responsibilities an L&D expert has, the others include, cultural alignment, understanding of statutory compliances, awareness of internal processes and systems, aligning people and skills to organisational goals and other organisational development related activities.

Ripples Learning – The chosen learning partner


Ripples Learning is a chosen learning partner for several corporations in both the private and public sector in India and several countries abroad (Bhutan, Singapore, Dubai, Turkey, Afghanistan and Iran are some of the countries we are delivering learning solutions in).  We provide comprehensive learning solutions, off-the-shelf programs, public programs and consulting solutions.

We have gone the extra mile to understand the similarities and differences between various industries and geographies, thereby bringing in unique and highly engaging training methodologies that break the monotony and accelerate the growth process.

 

discovery-design

Our approach and philosophy


Ripples Learning works with clients through a collaborative diagnostic process to create customized solutions that meet the exact learning needs. The various steps of the process are as follows:

DISCOVERY: The discovery phase consists of several steps to help Ripples’ consultants understand the organization, its culture, the nature of work, the hierarchy, history, pulse and core values of the organization. Several rounds of discussions and diagnostic tools are used to arrive at inferences. As a next step, the learning needs of the learner group are identified using a competency-based (hyperlink here to competency framework) approach. Ripples Learning has its own proprietory competency framework which is used for clients that have not yet done a competency mapping activity for their organization.

DESIGN: Learning interventions are designed in a very scientific way to suit the exact learning outcome, target audience, geography and industry. Instructional design techniques are used to design the programs, thus ensuring high levels of receptivity and interest. For every learning objective, Ripples has multiple options of concepts, techniques and methodology itself to suit the industry and the learning group.

DELIVERY: The training delivery phase (used synonymously with learning intervention delivery) is marked with unique delivery styles of highly experienced facilitators, some of which invoke thought, increase insight, encourage application and raise the energy levels of participants. All our learning interventions are delivered on adult learning principles and using cutting edge learning technologies like NLP, Accelerated Learning, Radiant Thinking, and Creative Learning techniques. All facilitators of Ripples Learning have international exposure and have conducted learning interventions in various geographies across the globe.

EFFECTIVENESS & RIPPLING: Ripples Learning follows the Kirkpatrick methodology of measuring training effectiveness. There is a Level 1 guarantee to all clients which means the acceptance and liking of the program by participants is assured. Kirkpatrick Level 2 evaluation is also conducted for all programs through either tests or self-assessment by participants. Kirkpatrick Level 3 assessments are available for most programs though a proprietary tool called ResultsLab. Participants are able to implement and report the distinctions they have made in their workplace and life. This commitment to action is also reported and captured for clients in the ‘Training Impact Report’. The language, actions and demeanour of the participants give out a sustained signal of change leading to cultural alignment of the organisation. Exhaustive reports can be generated to assess relative application of learning objectives by different participants.

PERSONALIZED COACHING: We realize that while Learning Delivery happens in a group setting, participants face individual challenges while putting ideas into action. Our unique services like ‘Ask the Coach’ and ‘Facilitator Call-back’ empowers individuals to create sustainable changes.