Why does conventional learning fail to give us a return on investment?
When you or your team decide to enhance your skills through attendance at a learning event the payback from that learning comes only when the learning is used back in the workplace to improve performance. The learning - application theory seems simple enough, why is it then, that when you assemble your team for the task; you assemble more resources than are really necessary (just in case); you have checked you have the procedures, the material and the equipment. Why are you then unable to produce the numbers you need to meet the performance the budget demands? Why is there so much waste? Why are there so many customer satisfaction issues? Most importantly, why is the boss implying you don’t know what is really happening in your business unit?

Chances are your team are not sufficiently trained to meet the real performance requirements of your business. The reasons for this may arise from two underlying sources: the teams’ lack of understanding of the overall business requirements combined with ineffective training methods which focused on theory rather than application.

Investments made in developing the best manufacturing practices, acquiring the most advanced systems and then implementing the newest software programs could all prove worthless if your people are not using them correctly. Process-based learning development and delivery helps to ensure your peoples ’ learning is internalised and successful through more specific application.

What is Fusion - Process Based learning from Edison?
The learning methodologies used by Edison's Fusion approach readies all learners to embrace change and increase flexibility. Two critical factors heighten the success of the Fusion approach, firstly; the method of delivery which uses the most experienced presenters who fully understand the psychology of learning. Edison ensure that all trainers spend at least 50% of their time working in the field, actually using the tools and techniques, being presented, to maximum effect.

Secondly; the advanced presentation materials ensure the maximum level of interaction, all materials have been developed to maximise the impact of the learning.

Your people's response to traditional learning might be to push this button and pull that lever, but when that doesn’t produce the expected result, their only remediation is to . . . push this button and pull that lever again. They are not aware of the context of the situation before it arrived
at their site, nor do they understand what happens further down the line. In most cases, there is not sufficient knowledge of the entire process development lifecycle.

Fusion Process-based learning focuses not only on what content should be taught, but how that content will be best understood and subsequently applied in the workplace. Step-by-step procedures to operate a certain process or procedure are necessary, but if your people are to most effectively operate the documented procedures and investigate root causes of failures, trainers should help learners understand the overall context processes. This type of learning clarifies the interrelationships among all tasks, systems, processes, and business goals. It is not sufficient to embrace learning of the overall process, and then leave the enhanced performance to arrive as a result.

The learning not only considers the step-by-step procedures that make up a process. The methods used to train the details are equally important to a learner's success, but just as with the process, the details cannot stand alone. Including procedural learning with process learning fosters a greater understanding of where and how the details fit into the overall picture.

What is the structure of a typical Fusion - Process Based learning event from Edison?
Establishment of the learning context: Learners need to know up front why they need to learn; what's in it for them? What is the key aspects of the learning?, and “what will be the expected result?” A template is created and used across learning content that consistently addresses these questions and makes clear that each participant is accountable for his/her learning.

Creation of a process based image: An image of a process flow establishes a high level view of the subject matter frequently requiring several levels of understanding: a very high level, connecting customers and suppliers to the organisation; a mid-level view, connecting departments within the organisation; and a low-level flow showing inputs, outputs, and individuals associated with the process.

Provision of step-by-step learning: Once there is an understanding of a process, a more detailed approach will follow. A highly interactive method to incorporate is the “tell me, show me, let me, help me” technique. Review of the procedure verbally, followed by visual examples, allow the participants to try it for themselves, help to fill in any gaps, and answer any questions. By engaging multiple learning styles, learners have a greater chance of learning the specific techniques quickly and confidently.

Assess learners’ understanding: Would you gladly hand over your car keys to a complete stranger who claims to know how to drive? No, you wouldn’t. You would demand
proof of their abilities. Organisations want the same assurance, particularly when an employee is responsible for using a multi-million dollar piece of equipment, or will have access to vital company data in an enterprise resource planning system. Evaluation of learners increased capability and on completion of training together with tracking their learning to determine achievement and potential performance is a key part of Fusion. Tracking and benchmarking learners is an advantage to the organisational development, when it provides evidence and
documentation that supports career development plans and proves organisational competence.

What are the benefits of the Fusion - Process Based approach to learning?
Process-based learning has applications in all layers of learning. We use advanced communication techniques to uncover complex concepts within the highest levels of the subject matter, establish the "flow" and then “drill down” into more detailed information at the learner's own pace. It can also be utilised across and externally to the organisation.

The high-level process information can be used to orient new employees, customers, vendors, and even executives who are being questioned about processes by those authorities who are ensuring compliance.

The benefits of process-based learning are to the learners and in turn, the organisation. By understanding the entire process (including inputs, outputs, handovers, and resources involved), this method of learning helps empower learners to look for the underlying causes of performance problems rather than just the symptoms. It creates a learning environment that is focused on business objectives and maximises learner readiness for change in a dynamic environment.

An added bonus of process-based learning is the transparent and highly structured model of self directed change that exists within Fusion. Learners actually learn to learn and can view their progress along the journey.

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