Clarity within chaos
Leadership for a changing world
Learn Interactive helps managers and leaders develop the capabilities they need to succeed in today's highly unstable business environment.
Leading other people—whether as a first-time supervisor or in the C-suite—is more challenging than it's ever been. People managers and leaders at all levels must navigate “permanent white water”: change and ambiguity are the norm.
Many don't make it. Research tells us that 40% of newly-promoted leaders fail within 18 months (source: McKinsey & Co., 2017).
We help organizations of all sizes develop leaders ready to be effective in an environment of constant churn and disruption.
Our unique approach combines high-tech, technology-delivered learning with face-to-face coaching and small group work on an intimate and human scale.
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.
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.
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.
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.
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.
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
"None of us is smarter than all of us"