7-Phase Learning Model


Good training content isn’t enough to ensure skill development that drives business results.

At Frontline Learning we work hard to ensure that all of our training content is researched, validated and field-tested, we also know that having the right training content is only the beginning of a solid learning initiative. When it is critical that your training efforts can be counted on to deliver a specific business outcome, we recommend a 7-Phase Learning Model.

This approach is designed to ensure your training effort and investment is targeted to the development of high-leverage skills, habits and attitudes – those that will have the greatest tangible impact on your business results. Because all of our resources and programs aqre developed with this approach in mind, the execution of this training methodology can be easy and cost-effective.

“For several years now we have applied Frontline Learning’s 7-Phase Model to every mission-critical training initiative, and the results have been impressive. It is so much easier now to justify our training investments because we have a solid track record of producing results and showing a positive impact on the business.  – Director of Organizational Development, Jostens, Inc.

This approach begins with Assessment – determining a baseline of current skill sets and development needs. Frontline Learning has developed a broad range of online assessments (SkillMapTM and StyleMapTM Assessments) targeting selling, customer service, communication, team building, leadership, emotional intelligence, learning styles and behavioral styles. We also develop custom assessments for clients who have unique needs or circumstances.

The next important phase is Train-the-Trainer/Coach – identifying key mentors throughout the organization, then providing them with the knowledge and skills needed to be effective coaches during and after training sessions. This is a very important distinction. Many organizations only focus on post-training coaching after the initial training session. They assume that their managers and supervisors will be able to attend the training and gain enough skill/insight to be an effective mentor. But effective skill coaching requires more than just attending the training session along with your subordinates. At Frontline Learning we recommend a process that ensures every manager will be able to actively participate in the training session and provide active coaching after the training workshop.

Prior to a live training workshop, Pre-learning is an important element. Whether delivered through online learning, audio CDs, conference calls or web casts, this phase is designed to build a solid foundation of knowledge and awareness before the actual workshop. This helps to ensure that all participants are on the “same page” during the workshop, and that the training can focus on experiential exercises to build skills, rather than lecturing to deliver basic knowledge.

The actual Training phase can be engaging, challenging and actually fun when this 7-phase approach is used. Participants attend the training knowing what to expect. They can engage in exercises and role plays, they can participate in discussions,  they can bring their own experiences and perspectives to the training, and ensure that “real world” application of the new skills is accomplished.

Whether the training is delivered by a Frontline Learning certified trainer, or by your own internal training staff (using our extensive train-the-trainer and facilitator resources) you can count on every workshop to be engaging, thought provoking and focused on practical skill development.

After the training workshop, the next phase is Reinforcement – and again, Frontline Learning has developed a broad range of reinforcement tools including online learning, workbooks, audio CDs, DvD videos, conference calls and web casts. The specific reinforcement approach for each training initiative is customized based upon your organization’s unique needs and circumstances.

Certification is a critical phase to ensure the success of a training effort. When training participants are informed in advance that they will have to achieve a certain level of skill certification, to some degree this creates a “self-fulfilling prophecy” of training success. Participants know they will be tested and assessed after the training, so they tend to engage more fully and the training is more successful. But beyond this effect, the certification also help to pinpoint areas or individuals where additional training is needed, and ultimately ensures effective knowledge and skill transfer. The keys to an effective certification phase are to set specific performance standards that  provide positive incentives for achievement and negative consequences for non-performance.

The final phase is ROI Assessment – Developing metrics to determine bottom line impact of the training initiative. We work with every client organization to define their metrics in advance of the training so that they can measure the true business results as the training effort progresses.

Whether your training need is small and focused, or enterprise-wide, you can count of Frontline Learning to deliver. For more than 20 years we have been helping organizations achieve their business objectives with targeted training initiatives.