In the second instalment of our series of blogs, Alan Stevenson (Change Solutions Manager, Europe) explains the Electra approach to Change Management and our unique methodology: ‘Engage, Train, Sustain’. This edition focuses on the ‘Train’ phase and explores how we tailor learning pathways to each client’s unique needs and foster psychologically safe environments where it’s ‘safe to ask, safe to try’.
At Electra our fundamental purpose is to help clients gain knowledge, expertise and practical skills to succeed and to deliver that learning in a way that’s easy to understand, retain and apply on the job. We believe effective training starts with a personalised approach. That’s why we design tailored learning pathways aligned to each client’s specific needs and goals.
We also know that a psychologically safe learning climate increases learner participation, error‑reporting and learning behaviours. At Electra we normalise and promote a learning environment of ‘safe to ask, safe to try’ in every session. This encourages openness, experimentation and active participation.
Finally, to maximise the return on investment (ROI), we aim (wherever possible and appropriate) to link learning outcomes directly to operational performance metrics from the outset.
The Training Journey
Training is the bridge that transforms knowledge into success and Electra’s internal process designs that journey end‑to‑end. Here’s how we breakdown our training process:
1. Training Needs Analysis (TNA).
Align learning with business goals and critical capability gaps. We combine system review, role/task analysis, and stakeholder interviews to define measurable learning objectives.
2. Timeline Learning.
We plan for sequenced touchpoints because distributed practice and retrieval improve knowledge retention and on‑the‑job performance.
3. System Familiarisation and Scenario Design.
Job‑realistic scenarios and simulations improve skill acquisition and transfer, particularly for complex or infrequent tasks.
4. Materials & Enablement.
Learning aids are built for performance support (checklists, job aids, short how‑to clips) to reduce forgetting and support the embedding of the knowledge that has been transferred.
5. Evaluation & Lessons Learned.
We evaluate at multiple levels (reaction, learning, behaviour, results); then capture lessons learned so future waves gain the benefit of agile adaptations.
Training Options
Classroom, instructor‑led
We deliver classroom-based sessions on client premises to maintain familiarity with the audience and to reduce cost overheads for the client project. This is best utilised when launching new processes, building shared language, or practising complex scenarios with facilitation and peer learning.
Live coaching provides enhanced social interaction and communication with immediate feedback from instructors and peers in a focused environment.
Live virtual training
Online learning can be as effective as in‑person for many outcomes, and blended approaches are often superior to classroom‑only when design quality is high and learners are supported.
This option can also be used to bring together distributed teams without the inherent costs associated with face-to-face excursions to different client sites.
We use shorter sessions, interactive tasks, deliberate practice and smart tooling (where applicable) to mitigate learning fatigue.
eLearning
High quality, interactive modular content provides safe, hands‑on information and practice with immediate feedback and improved likelihood of skill acquisition and retention.
Our software simulations can easily mirror client environments so users can practice in a twin of what they will experience without production risk.
Mitigating the Challenges
Limited Change Management experience and unclear communication can fuel resistance and give rise to false expectations. At Electra we address this by integrating Change Management with training by making the change explicit for each audience and setting clear expectations.
This means linking every learning objective to what is actually changing for them, whether it is a process, role, or tool, and clearly outlining the benefits of adoption as well as the risks of non-adoption. We also embed Change Management directly into the training project by activating sponsors, planning stakeholder engagement and aligning communications to support the transition. Finally, we set and manage expectations by defining the learner journey, clarifying time commitments and equipping supervisors with support guides to coach and reinforce new behaviours on the job.
Empowering Success
Watching our clients achieve their own individual, and collaborative, business goals through training motivates our unwavering commitment to our mission. As our clients succeed, we learn from each success and take that experience onwards towards the next client, and the next. Our team of consultants embody dedication, passion and expertise in everything they do.
Should your goals align and resonate with ours, we warmly invite you to reach out to us at: info@electralearning.com