Learning strategy

Andragogy approach

Groupe Lavigne favors a dynamic educational approach where participants learn by discussing, sharing and practicing. Our trainings have a minimum of 60% practical contents with exercises such as:

  • Awareness exercises
  • Integration exercises
  • Appropriation exercises
  • Simulations
  • Case studies
  • Exercises in team
  • Individual exercises

Transfer into practice

To make learning and especially transfer into practice easier, we use the following strategies during trainings:

  • Exercises make participants work on real situations.
  • Each concept or skill worked on during the training is discussed with participants to evaluate adherence and ease.
  • Comprehension is evaluated in class through questions from the trainor or via mini-tests.
  • We use videos showing the right ways of working to then shape behaviors with participants.
  • Filling out learning assessments and logbooks ensures an application of concepts in the participants’ reality.

Training follow-up

To ensure a long-term application of the skills developed and to make sure that you get a return on your investment, we offer the following activities as training follow-up:

Co-development workshop
A session of co-development is given by the consultant who, with a limited group of ± 6 participants, brings them to share and solve real problematic cases.

Generally, we recommend the following 4 steps:

  1. Presentation by a participant of his real problematic case.
  2. Classification of the problem: first, questioning by other participants and then by the consultant to better understand the problem.
  3. Identification of needs and expectations: the participant struggling with the problematic case expresses his needs and contribution expectations from the group.
  4. Presentation of suggestions: transmission of reactions, comments and suggestions by participants first, and then improved by the consultant.

Floor coaching
It is an individual coaching for each resource on the floor, performed in collaboration with the director, to anchor skills and facilitate adherence to desired changes. The consultant coaches a maximum of resources in real meetings with clients.

Laser coaching
It is about performing, 3 to 4 weeks after the training, a phone follow-up to help the participant apply abilities developed during the training. Specifically, during the coaching, the consultant validates what the participant successfully put into practice, to then coach him to continue the transfer of acquired skill into practice.

Coaching of managers
We wish here to help the manager anchor skills and facilitate adherence to desired changes. We therefore opt for 4 phone calls of 30 minutes spread out in time depending on the manager’s needs. During those phone calls, we discuss of elements that were applied, changes difficult to operate, techniques that can be used to facilitate the anchoring of good practices, and transfer activities that can be prioritized with the team.

Follow-ups with mandataries to discuss of our interventions’ impacts