The Éclatmax andragogy focuses on experiential learning and putting knowledge into action. As one of the Founding Fathers of the United States, Benjamin Franklin, famously mentioned – “Tell me and I forget. Teach me and I remember. Involve me and I learn.” Similarly, the learning methodology in a training program requires to ensure that information is put into motion.
At Éclatmax, we strive to create deep-involvement, high-impact training programs that maximize employee interaction and interest. These methods result in a significantly higher retention and application of the knowledge learnt during the programs.
Some vital factors that build the very foundation of our approach to training are:
Any professional goal or individual competence is rarely achievable, unless measurable. Assessments such as the holistic 360 degree assessment and other psychometric tests enable to understand where a participant stands today and facilitates planning to get to the top of one’s game. We believe in starting the training journey right here.
We see ourselves as partners who exactly understand our client’s training needs and offer customized programs to achieve the desired results. Additionally, our trainers believe in a dynamic process of give and take of ideas and knowledge rather than being static – working as the perfect training partners for the group.
Interactive learning methods, games, simulations and other such high-engagement training methods ensure maximum participation and retention. Action learning projects provide participants with an opportunity to implement the knowledge imbibed. This process of learning, implementing, refining and re-implementing brings in exemplary results at the workplace.
Tools and frameworks are the key constituents of each intervention spearheaded by Éclatmax. We ensure that the methods, tools and knowledge that we impart through our programs are based on real-world requirements and are efficient.
Knowledge is not only derived from the faculty. It could also be obtained through the rich and diverse experience of co-participants. This element of robust peer-to-peer learning works as a catalyst in each participant leveraging upon and benefitting from the perspectives as well as experiences of other individuals who are a part of the intervention.
Some interactive methodologies that make the training experience more productive:
Outbound Team Building
There are many benefits to outbound team building activities. They can help to promote communication and collaboration within a team, as well as developing problem-solving and decision-making skills. They can also be a great way to build team morale and cohesion, and to motivate team members to achieve common goals. Outbound team building activities can also be a lot of fun and can help to create lasting memories and bonds between team members.
Roleplays & Skits
Roleplays and skits are often used in corporate training programs to help employees learn new skills, understand the bigger picture or practice new behaviors. It can help employees to understand the consequences of their actions. It could build team unity and morale as well as it can be fun and engaging for employees.
Games & Simulations
Games & Simulations can provide a safe and controlled environment in which to test new ideas and strategies. It can also be utilized to train employees in new skills and procedures. These activities are high-involvement, which could be a fun and engaging way to learn.
It could also be very effective in helping employees retain information.
Case Study Analysis
Case studies provide real-life examples of challenges and opportunities that employees may face in their work. By studying these examples, employees can learn how to identify and address similar challenges in their own work. Additionally, case study analysis can help employees to develop creative problem-solving skills, to think outside the box and to build team-working skills.