At the Pre-Class Phase, stakeholders and selected learners provide inputs on challenges, learning goals and business context which will be integrated into the learning curriculum design.
Learners will participate in a Pre-Class Learner Survey to provide our transformation leader with data points to identify a Transformers character with similar characteristics, values, beliefs or even behaviours for individual learners.
Learners will be assigned their Transformers character which serves as their in-class avatar – this creates an immersive participation experience as learners can play a role in fictional scenarios which are similar to contextualised business scenarios; this is how learners can think, behave, act and communicate as a “matured child” in a safe learning environment.
Possible content references:
In this phase, the relevant leadership development & transformation strategy model will be identified and incorporated as part of the training design. The framework’s flexibility allows us to plug-and-play desired or relevant learning content into the standard programmes.
Sun Tzu Art of War Strategy: Business Applications
Romance of Three Kingdoms: People Leadership & Motivation
Management Systems: Corporate Culture as Ultimate Strategic Asset
Harvard Business Review Case Studies: Contextualized Role Play Business Scenarios
Other Possibilities: AGILE, PMP, Exponential Transformation: ExO Sprint
Throughout the In-Class Phase, we will employ the TFMX training methodology actively by working together with the learners.
The 6S adult learning experiences are achieved through the following ways:
Facilitated discussions and sharing
Professional/Personal experiences, role plays, scenario-based business case studies
Application and commitments
Create leadership self-accountability to apply learnings on specific work or business scenarios or challenges
Limited “teaching” of relevant knowledge
There will be teaching but most of the learning objectives are achieved through other methods – we empower our learners to motivate themselves in learning
Variation of individual to group activities
Using Transformers toys, games, competitive challenges
Throughout discussions and activities
Learning retention is the process in which new information is transferred from our short term to our long-term memory. In fact, Hermann Ebbinghaus had already defined the Learning Curve back in the late 19th century, and he also defined the Forgetting Curve, which demonstrated that 50% to 70% of any new information would be lost within 24 hours if we don’t attempt to retain it.
The TFMX training methodology addresses learning retention challenges in different ways, i.e. using fun & novelty, learner involvement, relevance & contextualisation, reinforcement through repetition, micro-learning-based curriculum design, engaged emotions, simplified content, etc.
In the Post-Class Phase, we provide options for stakeholders and learners to sustain the knowledge and learning experiences from their post-training transformation journey through
Individual class-based behaviour analysis, feedback and coaching
Time-based sustainment-sharing sessions
Structured or unstructured one-on-one coaching
Online or in-person channels