Capability.
The most innovative instructional designers in the industry.
Accountability.
An experienced team that delivers results on time, in scope. Every time.
Flexibility.
A collaborative approach, and a flexible design process.
Engagement.
Trainees connect with immersive simulations. The result? They learn.
Value.
The investment to create immersive simulations has been reduced tenfold in the last five years.
Retention.
Simulations influence beliefs, develop knowledge and build skills better than any other method.
AIMEE GEORGE LEARY
CHIEF LEARNING OFFICER
BOOZ ALLEN HAMILTON
It's a new generation
The learners file into the room and pull up their seats. They fix their gaze on the learning materials, and their eyes ask: What have you got? What can you give me that’s relevant, that’s engaging… and that I can use today?
The good news is, there’s a revolution in organizational learning, and it’s happening now. Are you ready to seize the opportunity?
Hurry. Your people are waiting.
Plug and play learning
A new generation of workers has entered the marketplace. Many of today’s professionals, born after 1970, have world views informed by a shared experience that may surprise you: video games.
Perhaps you have met some of them in your organization. They don’t have much patience for static PowerPoint presentations. They’re used to having their thumbs on the buttons of a game controller. And they expect an immersive experience, an ability to control the outcome, and instant feedback to their decisions.
This virtual, digital, postmodern culture has established a whole new set of assumptions and expectations about learning, about change, and about the learner’s role as an active participant in the process. Whether your learners have pulled up a seat in the classroom in front of a facilitator or are logging onto a computer-delivered program, they’re sending a message that is too consistent to be ignored: just because it worked yesterday, don’t assume it will work today. I’m ready for what’s next.
A validated approach
Don’t be quick to dismiss the age of the video game learner. It turns out these folks are on to something that cognitive scientists can now validate with a wealth of data: that people learn by doing.
This is not a new idea. “Tell me and I forget. Show me and I remember. Involve me and I understand.” That’s a quote ripped not from a recent business bestseller, but from Chinese wisdom several centuries old.
Today, more and more organizations are waking up to the power of doing:
- One Fortune 500 company experienced a 400 percentincrease in the rate of employee participation in an initiative driven by simulation, versus their previous, static, web-based initiatives.
- Another enjoyed a 50 percent increase in performance ratings, and credits a 25 percent market share increase to their adoption of an experiential-learning approach.
Engagement. Value. Retention.
Technological innovations are placing more and more powerful new tools for organizational learning in the hands of corporate learning practitioners. In just the past five years, the time and cost of development have reduced tenfold. Today’s incredible efficiencies are just a warmup for the learning technologies that, even now, are starting to emerge.
New paradigms. Hot technologies. A broadening palette of tools. Increased accessibility. Today you stand at the edge of a revolution in organizational learning, rich in possibility.
And yet, the corporate investment in static, PowerPoint-style learning cannot be understated. Old models prevail. And those who have embraced new models find themselves in a fast-changing landscape where the risk seems to be as prevalent as the opportunity.
Your choice of a learning partner is crucial. Despite the newness of this approach, the learning experts at Blueline Simulations have decades of experience creating highly engaging learning experiences, whether they are instructor-led or computer-based. We know the territory and have blazed a few trails of our own. Call us today. We’ll show you the way.
