The Progressiventures Edge

Our Holistic Approach to Learning

The basic Progressiventures “Philosophy” for inspired and effective Enterprise Learning includes the following objectives we help our clients with:

  • Let’s examine each learning objective and challenge through a dual lens that includes, 1) your organization’s key, immediate and long-term knowledge-based needs for progress, compliance, change management, reputation etc., and 2) the evolving condition of the local realities, changing aspirations and diverse learning styles of the key stakeholders in each learning community. 
  • Let’s base our learning development process on proven theories that we all can understand and embrace that show how modern individuals best think, learn and choose actions in work and in life.
  • Wherever possible, let’s build experiential learning into the learning process because research increasingly shows that over-reliance on virtual and passive knowledge-acquisition delays the development of quick-thinking and flexible problem solving amidst real time challenges.
  • Let’s all agree that learning can in fact be an adventure of personal discovery every time out: Only through programming that actively elicits participant input and sharing, enables meaningful physical experiences while learning, and stimulates tangential self-directed journeys of discovery can our training endeavors become catalysts in building forward-looking, team oriented and truly knowledge-based operational cultures. 

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“Cognitive,” “Constructivist,” “Humanist,” “Motivational,” and many other learning theory models inform how we approach knowledge-distribution and learning systems design challenges. That is because it is indeed a multi-dimensional challenge we face in learning and knowledge management every day: 1) we need to get specific knowledge out accountably to the right stakeholders; 2) we have to constantly explore which methods, media, messages, incentives, etc. will best motivate today’s target audiences to actively seek understanding of this key material; and 3) we have to deploy each learning system in a way that stimulates users to employ the information in their specific workplaces productively and with intention. Click below for a more detailed discussion on how different learning systems theories interact in these many dimensions to help us work with you to produce breakthrough innovations in training, education and key stakeholder outreach.