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Learning Re-invented. Lean Learning.

  • Stop wasting time
  • Make learning with high impact and performance
  • Personalized learning

We come from a Lean background. We trained multiple startups and corporates in Lean and now we bring our experience to a wider audience to start learning in a new way. We need to adapt, adjust and change the way we think and approach training – technology alone is not enough. The knowns and norms need to be disrupted! We are your learning partners on this journey.

Why learning is not working

Clunky, complex and expensive platforms

Sharing learning content has become a document dumping ground

Time, effort, and money is wasted into training that’s forgotten soon after it’s delivered

But most important!
We are not changing our mindsets!!!

Say goodbye to waste

There is a lean way to learning Create fast, learning steps, time-sink courses that engage and have real impact.

Traditional learning transferring knowledge with piles of documents is not effective. Knowledge is only effective when adopted in habits.

Effective learning fits into your life and work

Don’t waste your time

Just in time learning

OLD WAY

Long, face to face courses

Spending weeks or months on in-depth courses and modules that take staff out of their work, provide too much, too soon, and end up quickly forgotten. Locking people up in a room is not friendly and effective.

LEAN WAY

Bite-sized learning when needed

Creating simple, bite-sized text, image, or video resources that show workers how to complete a specific task. It’s available when and where they need it and immediately put into practice.

Workers stay productive as they’re not taken out of work, they learn by doing, and have their specific needs met at the exact time they need it.

Rapid creation

 Just in case learning

OLD WAY

Long, face to face courses

Spending weeks or months on in-depth courses and modules that take staff out of their work, provide too much, too soon, and end up quickly forgotten. Locking people up in a room is not friendly and effective.

LEAN WAY

Bite-sized learning when needed

Creating simple, bite-sized text, image, or video resources that show workers how to complete a specific task. It’s available when and where they need it and immediately put into practice.

Workers stay productive as they’re not taken out of work, they learn by doing, and have their specific needs met at the exact time they need it.

Higher performance

Superior ROI

OLD WAY

Engagement is a metric of success

L&D focuses on learning “engagement” despite the fact workers find it hard to remember and apply their training weeks or months after the fact. Workers end up improvising or relying on peers or managers. This causes disruption and requires staff to constantly answer the same questions.

LEAN WAY

Business performance is a metric of success

With a strict focus on business outcomes and eliminating obstacles to employee productivity, Lean learning helps workers become more self-sufficient, perform more consistently, and deliver greater ROI for the business.

Lean learning brings L&D into the 21st century. By using simple resources that address common employee problems at the time of need Lean learning transforms your L&D department into a deeply integrated part of the workforce — not a standalone cost centre.

Based on years of science

Human centered learning

The classical learning can no longer meet the requirements of today. New forms of learning, a combination of different forms of learning, spatial and temporal flexibility and the integration of learning into the work process are becoming increasingly important.

We provide you the learning and performance architecture that enables successful and future-oriented learning and working. It supports formal and informal learning, offering employees the opportunity to build up a knowledge (just in case) and on the other situational (Just for me) in the context of work, so at the right time (just in time) at the right place (Just in place) to learn or to look up just enough knowledge to the extent and depth needed to achieve the desired performance.

We have developed this approach based on our own experience and decades of research collected in reports from Deloitte / Columbia University – HR trends, McKinsey Research  – Seven essential elements of a lifelong-learning mind-set, 4CID complex learning model by Kirschner, HILL (high Impact Learning that Lasts Model) and here. Inspired by the vast work of Josh Bersin.

Why and how to apply lean learning

Interactive personal learning

Don’t take our opinion for it, these key points come from Harvard Business Review

  • Think 80/20.
    Focus on the 20% of situations that show up 80% of the time. Then apply what you learn in actual situations as frequently as needed.
  • Apply learning to real-world situations.
    At Startup Spirit we don’t just teach a specific innovation methodology. We first ensure that they can actually apply the methodology internally, and we request that they bring real-world projects to workshops so that we can apply what’s learned in real-time, shorten the feedback loop, deliver business outcomes, and encourage “aha” moments.
  • Leverage guided learning.
    Guided learning embeds continuous learning into a live application. Think screen pop-ups as-you-go that support rapid, context-sensitive, and personalized learning.
  • Personalize content.
    We use today’s latest technologies, so you can personalize training so that it adapts lessons based on employee needs and content tailored to every single employee’s needs, learning style, and delivery method.
  • Ongoing support.
    Providing employees with further support after a learning session via a combination of messaging, video chatbots, project management, and video call to ensure that they can apply learning to specific challenges.
  • Activate peer learning.
    When your employees want to learn a new skill, they typically don’t Google it or refer to your learning management system (LMS) first; 55% of them ask a colleague. When you account for the fact that humans tend to learn as they teach, peer learning offers a way to support rapid, just-in-time learning, while strengthening the existing understanding your employees have about concepts.
  • Offer micro courses.
    Give employees short, bite-sized learning opportunities, on topics of relevance to an employee’s immediate challenges or opportunities.
  • Moving From Credits to Outcomes
    Lean learning ensures that employees not only learn the right thing, at the right time, and for the right reasons, but also that they retain what they learn.

High Impact Learning that Lasts

by Dochy