Learning Pathways

The Purcell Group delivers strategies for development, mechanisms for learning and tools for execution, all specific to your organization and to your business environment. Purcell custom learning systems follow a Four-Phase sequence. For each Phase of a learning project, client teams and a Purcell team jointly select learning options that can reach objectives while optimizing resources. Joint teams select media, performance targets, accountabilities and metrics that fit each other and that match your business goals, your existing learning infrastructure and your target audience.

The lists below show some of the many common options from which choices are made.


Phase I:
Acquiring Know-how

Builds preliminary
knowledge base and skill set

Learning Activities

      • Completes self-paced learning
      • Observes peers and leaders
      • Self-evaluates current competencies
      • Completes pre-training performance assignments
      • Receives one-on-one coaching

08-part_1-AcquiringKnowHow

Media

      • Interactive electronic learning
        (Web / CD / Mobile Device)
      • Interactive decision cases
      • Field orientation assignments
      • One-on-one coaching
      • Instructional video

Phase II:
Demonstrating Mastery

Proves ability to employ
know-how in action

08-part_2-DemoMastery

Learning Activities

      • Practices in simulated environments
      • Demonstrates performance against objective criteria
      • Synthesizes competencies
      • Completes application assignments
      • Receives one-on-one coaching
      • Solves business problems
      • Communicates customer value
      • Engages in performance simulation and assessment
      • Plans strategies to complete task objectives
      • Evaluates personal development

Your organization can increase
revenue and reduce operational
costs by sharpening business processes.

Media

      • Team-based workshop activities
      • Interactive, group-based distance learning
      • One-on-one practice and coaching
      • Simulation and role play

Phase III:
Applying Competencies

Confirms mastery on the job.
Develops confidence.

Learning Activities

      • Adjusts personal practices
      • Completes Action Plan Assignments
      • Receives coaching and mentoring against
        objective criteria
      • Engages in live team performance and assessment

08-part_3-OTJPerformance

Leader Contribution

      • Leads definition of objectives
      • Communicates standards
      • Observes, supports, reinforces, teaches, evaluates

Media

      • Jointly developed action plan
      • One-on-one practice and coaching
      • Web resources


Phase IV:
Integrating Competencies

Integrates recommended
practices after training

08-part4-Phase_iv

 Integration Activities

      • Adapts new competencies to everyday execution
      • Evaluates performance progress
      • Interacts with customers
      • Participates in communities of practice
      • Develops tools for execution and tracking
      • Leads project engagements

Media and Tools

      • Personal development plan
      • Electronic reminders
        (Mobile Device / Email / Audio)
      • Performance support discussion groups and message boards

Building and Reinforcing

Support System

      • Mentor System
      • Communities of Practice
      • Web Resources

Consequence System

      • Personal Success
      • Customer Reaction
      • Leader Reinforcement