Turn expertise into confident action
Relieve departments. Prepare teams safely.
Specialist, product, or mandatory content is reduced and organized to the knowledge needed for their tasks. This allows learners to find important information more quickly and understand how to use it in their everyday life.
They provide and verify the expertise. They do not have to prepare the learning content understandably and create training materials alone alongside the daily business.
Contents, dates, available time, and the number of employees are taken into account in the planning. This way, you can explain why the approach fits your needs – even if many teams need to be trained at different locations.
The difference will be evident in the next specialized task.
If only content is conveyed during training
- Employees search for what is important for their work in lengthy documents.
- After the training, it is unclear how a guideline is to be applied in the specific work situation.
- Subject matter experts prepare training materials themselves alongside their daily business.
- Teams at different locations receive content at different times or in different forms.
When employees know what matters in their tasks
- Employees recognize what knowledge they need for their tasks.
- Employees know the important steps and where to look for answers to open questions.
- Subject matter experts review and supplement the expertise without having to bear the burden of preparing the learning content alone.
- All locations can access the same clearly organized core content.
In five steps from topic to application
Whether mandatory training, product knowledge, or a complex specialist topic: What is crucial is what employees need to know and do in their daily work. Only afterwards is the learning path determined - for a single topic or for a larger qualification need.
Whether it's mandatory training, product knowledge, or a complex technical topic: What matters is what employees need to know and do in their daily work. Only after that is the learning path determined – for a single topic or for a greater qualification need.
4. Choose an appropriate format
Only now is it decided whether, for example, e-learning, training, or a combination makes sense. The choice depends on the topic, the employees, and the available time and resource framework.
Together, we describe what employees should know or do after learning. This makes the goal comprehensible for all parties involved.
5. Supporting everyday application
Together, we clarify what support is needed after learning and what feedback helps keep content current and understandable.
Subject matter is arranged and made clear. This clarifies what employees absolutely need to know and what does not distract from the essentials.
You are in the right place if …
- … You need to train many employees on mandatory, product, or specialist topics.
- … Specialized content is so extensive or difficult to understand that employees can hardly recognize the most important points.
- … Subject matter experts have little time to prepare training content themselves.
- … In-person training for teams at many locations should become digitally available.
- … Your training sessions take place, but it is still unclear whether employees will apply what they have learned at work.
- … You need to justify which format fits your employees, schedules, and available resources.
In an informal conversation, we clarify what employees need to know or do, what topics and deadlines are upcoming, and how much time subject matter experts can contribute. You can start with a single topic, existing training content, or a larger need. Together, we determine the next meaningful step.