Learn Interactive | Leadership Development

Clarity within chaos

Leadership for a changing world

Learn Interactive works with organizations of all sizes to improve the quality of leadership and teamwork.

From newly-promoted first time supervisors all the way to the C-suite, we focus on the quality of interactions between people. Our solutions strengthen trust and help to create a company-wide environment where individuals feel able to take risks—and be at their best.

Our unique solutions combine video-based "microlearning" with high-touch in-person delivery. In this way we retain the all-important human touch even when delivering at enterprise scale. The essential features and benefits include:

Your challenge within your context: Our solutions are built around the unique challenges faced by individual team members in their day-to-day work environment
Content always fresh and relevant: Our rapid media production process ensures that content always addresses each learner's current challenges and quickly responds to changes
Impact at scale: Digital, mobile-first "microlearning" assets are viewed online by the entire organization, leading to consistency in the use of language and frameworks
Human touch: Because digital microlearning (asynchronous content) draws on individuals' specific experiences, each learner experiences a powerful human connection with the material
Best-in-class expertise: We curate and contextualize the latest and best thinking in teamwork and leadership

The human touch—at scale

Effective learning engages the emotions. Talented facilitators of live seminars know this, and work hard to connect with participants on a human level.

However many—perhaps most—digital learning products fail: they are either boring or too polished (or both). There's a reason why the term "e-learning" is synonymous, for most company employees, with unproductive tedium.

Our digital learning products are different. Our fast-turnaround media unit can capture the "magic" of a live presentation, and the charisma of our world-class facilitators. Videos are produced rapidly, on a "just-in-time" basis, relating the content to specific challenges faced in the moment by program participants. The learning feels personal to them—because it is!

See below for an example of a "microlearning" video asset. It provides a short overview of a key topic (in this case "The Five Dysfunctions of a Team"). Videos of this type can be circulated in advance of a live session (as pre-work) or as follow-up (as "refresher" content). Either way, the goal is to maximize the value and impact of the in-person experience.

Our solutions

This “high-tech / high-touch” combination enables us to deliver highly effective programs at the speed and scale required by modern business.

We typically work with four critical populations, as below.

New Supervisors

A few months into their first management role, new people leaders have experienced a taste of what being a manager really means.

This is a fertile moment for development: individuals are very open to guidance and support as they seek to be the best manager they can be.

Mid-level leaders

Individuals with one or more years of experience in a leadership role need to master delegation, feedback (including difficult conversations) and many critical aspects of performance management.

Quality of leadership at this level—the “vital middle"— is closely tied to successful execution of enterprise strategy.

From Manager to Leader

As individuals grow towards more senior leadership they need help and support to draw maximum benefit from cross-functional experiences, building networks and influence across the organization.

These individuals shape and operationalize strategy: Their ability to inspire and mobilize those around them is a critical success factor for the business as a whole.

Senior Leaders

A “leader of leaders” within any organization has a key role to play in providing support and mentoring for the next layer of talent. The support of peers can be particularly valuable as individuals develop the skills and emotional intelligence to prepare for success at the highest levels.

Highly personalized development includes an emphasis on one-on-one executive coaching.

Our clients

The founding partners of Learn Interactive, Craig Laviano and Bruno Kavanagh, have between them decades of experience providing highly effective digital and in-person development solutions. Delighted clients include some of the world's most admired organizations.

READ CLIENT TESTIMONIALS

Technology: The force multiplier for learning

At Learn Interactive we believe strongly that technology can help to support and scale high-quality learning experiences. Asynchronous content is delivered via MOOC-style cohort-based courses, as well as an always-expanding library of on-demand video case studies (“microlearning”).

We are technology agnostic. This comes from a strong belief that it's not the technology that matters, but how you deploy it to deliver a meaningful and impactful learner experience.

For organizations new to online learning we can specify and implement third-party platforms and technologies that offer the best fit with budget and requirements
For organizations with and installed base of legacy technologies we can integrate our work with all major LMS (Learning Management System) and LXP (Learning Experience Platform) technologies

Technology's role in the "learning mix" is to provide support and on-demand access for all users throughout the learning cycle, as follows:

Enrollment: Platform handles the transactional side of learner management (registration & enrollment, assigning curriculum etc.)
Pre-work: Getting learners "up the learning curve" with asynchronous "101" content, delivered online; this maximizes the impact of live interventions
Live (synchronous) small group seminars: Technology enables action learning project collaboration across geographies
Social learning (peer-to-peer): Learners come together on the technology platform to question and encourage each other; in this way the organization's "group IQ" is boosted as a culture of collaboration develops
Follow up (post-course / "microlearning"): To be effective, learning needs to be refreshed and reinforced at regular intervals; we avoid "set and forget" syndrome by offering refresher content and opportunities for real-world practice through "microlearning"-style mini-interventions
On-going performance support: The technology platform offers an ever-expanding, on-demand library of content that learners can access 24/7/365