The Aspire Learning Model®

There’s a big difference between the Aspire Learning Model® and traditional “dump and jump” training. Here at Aspire, we understand that our clients hire us to disrupt the status quo and ignite change. Mere training does not drive results or produce any kind of sustainable change.

Learning is different and is what propels an organization forward with momentum. Learning focuses on improving targeted competencies and goes beyond the rote delivery of knowledge. Learning is about investing in your people first and foremost, so you can improve their customer service skills, confidence in themselves, performance in their jobs and ultimately – your profitability.

In order for learning programs to be effective and maintainable over time, they must be collaborative, directly tied to research that allows for innovative thought processes and competitive advantage, and must be interactive, inspiring and invigorating. Change happens because of momentum and the Aspire Learning Model® will give you the right push to help your organization gain speed.

The Six Phases of the Learning Model

Through our research and years of experience in the training environment, we’ve learned what process needs to take place to create a true learning culture. Here are the 6 elements that are built into all of our learning programs.

Understanding intellectually how to do something.
Training is simply the delivery of information. This is where a typical training program stops, and Aspire is just getting started. Aspire uses more than just a facilitator and a manual. We use Play™ to help people see how the knowledge they’ve just learned can work for them. Play gets participants to think differently, know differently and gets their head into the game, not just into the information.
Seeing how the knowledge is actually applied and used.
Aspire uses Tools and Play™ to show participants “how” so they can clearly see new opportunities for real-life application. Truly grasping the possibilities for practical practice is critical to learning how to actually use it and get a new approach in place. Seeing is believing and believing is understanding.
You don’t really know how to do something until you can demonstrate it.
Demonstration is the key to promoting change and improving competencies within your organization. When a person demonstrates their ability, they are demonstrating the skill that is required to complete the task successfully. This is critical if competency, confidence, pride and enthusiasm are to follow.
Improving a competency is the point. Competency creates consistency.
We get the ball rolling — but it is your follow-up and ongoing coaching that will drive competencies for each person on your team. A new competency means a better, smarter, faster way of getting to the desired outcome. As champions, you have the power to help nurture and develop these new competencies. After all, you have to change competencies to get a different result.
Confidence is a derivative of competency.
This is when people really perform. Confidence is knowing that you know. When a person is both highly competent and has high confidence, you will find that they understand the task at hand and are able to use it effortlessly to its full intended purpose.
Confident people have pride & enthusiasm. This is the goal of any high performance team.
Imagine the ability to tap into a person’s real potential. Now multiply that by 10, or 100. When there is pride and enthusiasm, people will naturally want to know more and they will ask more productive questions. This person is now on a self-guided path to greatness.

More Resources

The Aspire Learning System: Learning vs. Training via the Aspire blog

Take the Training Wheels Off and Learn to Ride via Hotel-Online

Want to learn more?

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