Do you know to what extent individuals, teams, and your whole organization are learning? Do you know to what extent people are acquiring the knowledge and skills to be successful? Do you know to what extent people are learning what they need to know to contribute to your organization’s success? Do you have the right conditions for organizational learning and performance improvement? What are the barriers to the application of learning in your organization and how can those barriers be overcome? What can be done to enhance and sustain individual, team, and whole organization learning?

The first step to answering these questions is to take stock of learning and performance improvement in your organization’s current culture. In this process, we will help you identify your organization’s current strengths and areas for improvement, resulting in a strengthened learning culture within your organization.

In this workshop, we will work with your team to: 

  • Clarify the need for a culture assessment, including what organizational and business problems this assessment will help define and ultimately solve.
  • Design the assessment process, including an assessment instrument, tailored to your specific situation. 
  • Analyze the assessment data.
  • Show you how to use the information to improve your organization.
  • Make recommendations regarding how to use the data to help establish a learning culture in your organization.
  • Help identify the people who will be responsible for the implementation of the recommendations.
  • Work with you to develop processes to help ensure you can continue to measure learning, performance, and success.


Leaders will come away from this experience with an understanding of how to assess a learning culture in their organization, how to interpret the data, and how to use that information to shape an organization into an environment of continuous learning and improvement.

Our Unique Approach Ensures Learning and Application

Learning to be Great™ workshops are designed to address some of the most pressing needs of organizations today. The facilitators are senior consultants with experience in a wide range of organizations, from Fortune 500 companies to startups, from social service organizations to manufacturing firms. The goal of each workshop, regardless of specific topic, is singular in nature: to significantly improve the performance of each organization through a demonstrable application of learning by all workshop participants. 

U.S. companies spend in excess of 160 billion dollars annually on training and development programs, with less than 15% of participants applying that learning to their organizations (source: ATD). We want to help you ensure that your organization is not experiencing this kind of waste in your training and development budget. That is why we implement every one of our workshops using the 5As Framework (click here to find a description of that Framework). We not only offer the 5As approach as a workshop to help you improve your training results, we believe in it so strongly that we apply it to every workshop we conduct. So, when you contract with us for a half-day or full-day workshop, you can expect results that will have a positive and lasting impact on your business.

Each workshop is delivered on-site, in either a four-hour block or eight-hour block, designed specifically to meet the needs of your participants. Because your satisfaction is very important, if the experience does not meet your expectations, we will work closely with you until your expectations are met. To help ensure we deliver exactly what you need, every one of our workshops includes the following steps:

  1. Conduct a pre-meeting (online, telephone or in-person) to identify your needs and expectations for the workshop and to ensure the workshop content is relevant to real-life challenges you are currently facing.
  2. Assist you in preparing workshop participants for the learning experience.
  3. Deliver a workshop designed to meet your needs, including methods for aligning participants’ learning with organizational priorities and strategies.
  4. Provide guidance to support immediate application of learning.
  5. Recommend a plan for follow-up that will reinforce learning and help managers and learners be accountable for results.
  6. Conduct a follow-up session to help increase the probability that the learning is being implemented.
  7. Follow up with a small sample of workshop participants to measure impact.


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