Our team offers a comprehensive single source solution for addressing clients’ training and development needs. We make it easy for our clients to offer the best possible learning experience and to leverage that experience across multiple courses. Our philosophy is simple: we believe that the goal of every training program should be to improve the performance of an organization by improving the capabilities of its people. At Boxer Advisors, we don’t teach theory; we teach skills. Each training program is designed using the most up-to-date techniques, including inquiry-based learning, where we focus on building practical and repeatable skills and competencies. Part of our customization process is to use situational examples taken from the learner’s own environment to ensure that the core training reflected in our materials will be easy to understand and immediately applicable at work.
We are committed to developing people through skill-based learning solutions. One of our major strengths is that we support training that ensures that the skills people learn are actually used on the job. Two factors contribute to the likelihood that such a transfer of learning occurs—the design of the course, and how it is reinforced.
We design programs to promote behavioral change during the training program—change that participants regard as valuable at work. All our programs are based on real experiences, and combine lectures, skill demonstrations, interactive activities, role-plays, and feedback to ensure that new behaviors are learned.
Unlike many programs that try to focus on a participant’s understanding and belief, our programs are skill-based. We teach people new skills that help them behave differently, rather than merely helping them to understand things differently.
Our educational design uses a proven learning methodology that is specifically designed for skill acquisition. Skills are introduced and taught using a six-step skill-building process that engages participants in the learning process and provides opportunities for them to practice the skills in a learning environment, increasing their confidence and application back on the job. The six steps used are: involve, tell, show, do, feedback and follow-up. The six-step approach draws participants into the subject matter, acknowledges what they know, and builds on their existing skill level. Participants have an opportunity to role play what they are shown and receive coaching feedback from both their peers and workshop facilitators.
We don’t consider a training program a success unless the participants are able transfer their new skills to their job. While we teach each skill early in the workshop and reinforce it throughout the course, we recognize that additional work is always needed to cement new learning. As part of our commitment to sustaining high performance and maximizing our client’s investments, we typically implement a comprehensive reinforcement program designed to ensure long-term learning and that the new information is being applied effectively on the job. We believe that 70 percent of learning is done through developing experience, 20 percent by leveraging mentors and relationships, and only 10 percent by training. This means that reinforcement is critical to the long-term success of any training program.
The reinforcement plan ensures that courses remain relevant and up to date over time. Feedback is collected from the ongoing program delivery and provided to the advisory team for ongoing consideration. This enables a culture of continual improvement and allows for ongoing minor adjustments and course corrections based on actual participant feedback.