Learning Experience

LEARNING EXPERIENCE (LX) –
We comprehend learning differently

Create change with P3

EXPERTS

THOMAS HELLER
Partner
Expertise Learning Experience

EMAIL | PHONE

PHILIPP ORLET
Head of Digital Learning
Expertise Learning Experience

EMAIL | PHONE

P3 EXPERTISE

LEARNING IMPLIES INNOVATION

Creating learning experiences – In times of work-life balance and new work organizations, it is more important to perceive learning as an experience. Learning combined with emotions, experiences and the extraordinary can help to anchor it in mind, but it also motivates us to think out of the box. Becoming absurd. Making something new happen. In short: to create innovation.

Many organizations see their employees as their most important asset, but we also notice that in times of crisis, the first thing they do is to skimp on staff development. This is precisely the mistake many companies make. Employees must be encouraged and developed as the most valuable resource of a company. Yes, even reinventing them. Digitization opens many new fields of action. It is not competition to employees, as one might feel, but an enabler to discover new, unknown things.

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INTEGRATING LEARNING INTO THE JOB

From the moment employees are onboarded in your new organization, the transfer of new knowledge into practice is in principle the biggest challenge.

P3 uses the specially developed concept of Employee Experience to integrate people into their new environment with new content, to challenge and support them regularly.

An intuitive and networked learning environment at the workplace is crucial and ensures success on your own learning journey. Many companies still have outdated learning environments that are not linked to additional databases and IT infrastructure.

P3 has found a pragmatic way to remedy these deficits.

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LEARNING EXPERIENCE

Services

REQUIREMENT ANALYSIS
Analysis of the target group and learning contents as well as derivation of measures
(DIGITAL) LEARNING-DESIGN
Development of a “new” learning strategy and conceptual design of trainings and learning experiences
(DIGITAL) LEARNING IMPLEMENTATION
Moderation and implementation of trainings and learning experiences
ANALYSIS LEARNING ENVIRONMENT
Analysis and visualization of the current learning environment and user behavior

LEARNING EFFECTIVENESS
Feedback processes and measurement of success and effectiveness
CONCEPTION LEARNING ENVIRONMENT
Development of an intuitive learning landscape with linked learning and knowledge solutions
PILOTING NEW LEARNING ENVIRONMENT
Implementation of the concept in a pilot group and feedback of the findings into the overall concept
TRANSFORMATION AND ROLLOUT
Demand- and customer-centric implementation, accompaniment and support throughout the entire organization

LEARNING EXPERIENCE

PROJECT EXAMPLE

INITIAL SITUATION

A newly developed planning process and a new supporting IT tool will be introduced in the process planning of assembly

Objectives
The aim is to qualify the approximately 3,500 employees affected at various hierarchical levels and functional areas for the successful use of the tool.
Approach & Methodology
Analysis of the recipient groups and definition of the learning content per training module and recipient group.

Development of recipient-oriented training and coaching contents in consideration of the tool’s release planning.
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Creation and boosting a trainer pool to implement the training at locations around the world.

Execution of the trainings and coachings by qualified trainers.

Securing of optimization potentials via a defined CIP.

Support of the worldwide communication on the new process and IT-tool to increase acceptance and facilitate the transition phase.
Results
The relevant stakeholders are identified, and the recipient groups/target group persons are described.

The recipients involved in using the tool have been trained.
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Stakeholder acceptance of the new processes, methods and tools is generated at all organizational levels.

Optimization potentials for the processes and tools have been identified and feed back into the program.

MOBILIZE

DIGITALIZE

ENERGIZE

INDUSTRIALIZE

OPTIMIZE

PERFORMANCE