When Academy was formed in 1991, its founding partners made a commitment to ensuring they adopted best-in-class principles of Learning into every aspect of their business.

Known as the Academy Masterclass, the founders studied and adapted the most current and effective learning techniques from around the globe, and set corporate standards for course design and course leadership that would match the best in the world. Our philosophy goes like this:

  1. people learn very little from passively receiving information, neither through the eyes nor through the ears
  2. they learn a bit more from a passionate communicator, especially one who is an expert in the subject
  3. people learn most from participation; from actively taking part in a journey of discovery, in which most of the new ideas seem to have come from themselves

These principles have led to the core design standards for our courses:

  1. delivery by course leaders who are passionate for their subject, experts in their field, and bearing the scars that come from years of practicing experience in their subject
  2. the maximum of participation in the learning process by the students, through a range of team and individual exercises, case studies, discussion sessions, visualization, and role-play
  3. story-telling; providing a vivid, memorable story illustrating the learning topic, and allowing the audience to deduce the right conclusions
  4. review and planning; at regular intervals students are encouraged to review the course concepts, identify their personal key learning points, and plan how these points will be translated into action in the workplace.

The role of learning in any organization is to enhance the capability of your people to carry out their roles. That capability could include improved working practices, new skills or knowledge, improved attitude and commitment, or a combination of all of these.

To deliver any return on the learning investment, thought, that new capability needs to be applied in the workplace. In simple terms, people need to do some things differently than they did them before.

There are a few simple factors which will help maximize this return on investment:

  1. make it matter: before people arrive on the course, they understand why they are there, and what they will learn
  2. make it work:  ensure the course is well integrated with their business climate, and reflects current business issues, terminology, organisation, etc
  3. make it happen: when people return from the course, they understand what they need to do differently, and how their performance will now be measured and appraised
  4. interface with line management: our long experience in training shows one undisputable correlation between the commitment of line managers and the ultimate impact of the training to the business