What’s wrong with “old school training”?
Content often lacks context, delivery is boring, standardised approaches lack a solid anchor and the amount of information pushed is overwhelming.
Last but not least, most learning courses are like a game of Touch And Go (TAG), or in this case, Teach And Go. But what happens when the course finishes and a new day brings new challenges?
If we know these limitations, then why are we repeating the same mistake with L&D, only this time around in both the physical and digital spaces?
PersEd is changing that.
It’s time to leave the disengaged lectures, isolated learning bites and underperforming strategies behind.
PersEd untags the learning experience, going from TAG (Teach And Go) to LEAP (Learn, Experience And Perform).
What PersEd does is that it leverages cognitive science and creative methodologies to design personalised transformative learning experiences that put experimentation, conversations and practice at the heart of each journey and knowledge transfer, tangible outcomes and transformed end-states at the core of each destination.
Learning as Usual is dead. Learning as an Experience has just begun.
Our in-house process, framework and effective learning puzzle [see below] came together to design LEAP: Learn, Experience And Perform.
LEAP targets purpose-driven companies to help them engage the energy of their young teams, channel their creative potential and tap into their collective intelligence.
We have served more than 1,500 young minds from all over the world, listening to their needs, offering them the opportunity to grow their skills, shift their mindset and achieve their goals.
Do you want learning experience design to improve the performance of your young team? You’re in the perfect place.
Personalise to a dot
Explore the undotted map
Reconnect the learning dots
Serve on the dot
Embed the dot in the map
Dot the “i”s
We follow the P.E.R.S.E.D. process that adapts itself to the people we work with to bring the best out of them.
We start with personalisation and we don’t stop until we have dotted all the “i”s.
So, how do we design our learning experiences? Hover over the pulsating icons to discover it.
Potential
Experience
Context
The E.P.C. system holds every learning solution accountable to three vectors for performance-driven learning.
1. Experience: You can’t learn ballet by reading Balanchine’s notes. The convergence of senses and actions are critical to impactful learning design.
2. Potential: Depersonalised learning is a recipe for disinterest and disaster. Great learning is invested in the future of those who are part of the journey, from employees to community members, to unlock individual and collective potential.
3. Context: Learning without context is taking a stroll with your eyes closed and no aid. You will likely get lost, hit a tree or fall in a river. Efficient learning is matching your GPS directions with real-world dynamics.
The P.E.R.S.E.D. process and E.P.C. vectors result in a performance-driven learning product. Every product is an experience and every experience evolves to become a holistic solution that brings together the different pieces of the learning puzzle and, most importantly, puts it in context. It’s like packing a suitcase for an adventure. We pick, we pack and we adapt to each destination.
These are some of the practical methods that we use to activate the multiple dimensions of learning experience design, namely the cognitive, emotional, social and experiential dynamics that ensure depth, amplitude and impact. We cover a variety of topics to uncover potential, following the path of personalisation and exploration to maximise value.
With our learning experiences, we have created learning and performance ecosystems, nurtured entrepreneurship, developed human skills (commonly known as soft skills), taught effective communication and public speaking, engaged creative potential, and inspired professionals to be their best selves.
Thanks to those experiences, we helped entrepreneurs win their pitch, professionals set goals and gain momentum, managers reconnect with their passions, refugees get inspired and develop their life and career skills, developers hone their soft skills, and learners of all ages change the way they think.
Questions may or may not be frequent. If they aren’t, at least they’re IQ (Important Questions).
A learning experience is a fabulous idea! Drop us a line at alexandrak@persed.space or via the form here below, and let’s work together towards your learning and development goals.
Long answer: Collaborations are wonderful opportunities to grow and amplify the impact. Our favourite and most ambitious projects were cocreated with other organisations and individuals who share the desire to disrupt the status quo and shift the paradigms when it comes to how we think, learn, work and live.
Short answer: Yes!
Learning experiences vary greatly: number of participants, purpose of the experience, complexity of the design, duration of the experience, need for particular tools, scope of the event or series of events, involvement of subject matter experts and speakers, etc. And it’s important for us to treat every learning solution with the level of personalisation it deserves to bring the most relevant experience to the community it seeks to serve. And so the rates have to adapt to the needs and requirements of each project.
We operate internationally, combining digital experiences with on-site travel when required. At the moment, our base of operations is in London, United Kingdom.
