exper!ence it Partnership Process

exper!ence it inc. has a strong and global reputation in aligning hearts and minds around your strategic intent. We bring content, human emotion and motivation together in powerful, memorable ways that are focused on making an organizational impact. We have built a reputation for integrity based on the way we engage with our learning partners and their own internal stakeholders. The important process of working with our clients makes a difference in the final product of our work together and ensures that there are no surprises in our design and delivery phases for any of your internal or external stakeholders.

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We want to be the best partner you have ever worked with, based not only on our outstanding world-class designs, but also on the process of how we work together as collaborative partners. The following working process helps to ensure that we are exceeding your expectations during design, delivery and in making an organizational impact with and for you.


PHASE 1	Role Clarity Our objective is to align our role and your short and long-term needs in order to make a strategically focused, organizational impact. Requirements: Scope role of exper!ence it inc. (e!) in research, design, delivery, support and measurement; Understand role of other important stakeholders; and Learn about your organization. Step A: Meet with your Organization Training Lead and/or Senior Management Team to understand our role in relationship to other stakeholders; and to begin the process of understanding more broadly and deeply your organization. Overall outcomes for training initiative; Organization vision, values, mission, strategy which training initiative must support; Problems/areas of concern that training initiatives need to address; and Stakeholders involved in providing the solution; Role e! will play in this initiative; Organizational culture (identify threads that might be attached to internal/external working environments); and Other relevant information regarding the problems/opportunities related to this training initiative; Desired organizational impact. Step B: Focus Group and individual meetings with representative cross-section of training participants and/or key training stakeholders to identify: Problems/areas of concern that training initiative will address; Further understanding or clarification of organizational culture (internal/external working environment, nuances regarding language etc.); Identification of how learning outcomes will actually be applied in real work environment; what challenges participants face in application; what opportunities they will have when they are successful in implementation; Discovery of relevant organizational stories, relationships, metaphors, founding ideas, or visions that might help ground the design in the specific history and the desired future of the company; If applicable, e! team conducts a more in-depth organization assessment survey of all relevant internal/external organization stakeholders.

PHASE 2	Problem/Opportunity Identification Our objective is to articulate the specific opportunity and/or problem that the design and delivery will address. Requirements: Having listened and learned through our interaction with our client, articulate in our own words, the specific opportunity or problem that this design and delivery will address; and Articulate the behaviors that the participants will exhibit back on the job when the training initiative is successful. Step A: Based on meetings with all relevant key internal/external training initiative stakeholders, the key problem areas that training solutions will address are identified. In addition, areas for which there are opportunities to create the maximum possible impact for the organization, individual work teams, and individuals are identified.

PHASE 3	Solution Generation Our objective is to provide a solution that addresses the unique opportunity or problem identified in a way that makes an impact on an individual, team and/or organizational level. Requirements: The solution needs to carry the message in the “culture” of the program itself — not only in learning outcomes; The solution needs to focus on making an individual and organizational impact! The solution needs to align hearts and minds to your strategic intent; The solution needs to involve and challenge the participants intellectually and engage them emotionally; and The solution must help the participants focus on implementing these ideas for their own growth and the benefit of their teams and the organization. Step A: Define the culture of the program. What is the feeling we want people to have entering, leaving and remembering the program? Step B: Impact Plan is developed including training program measurement criteria: The impact plan is created by the exper!ence it team and the client. It outlines how the training program will create desired organization, team and individual impact including impact measurement criteria; and Impact Plan is presented to client for feedback to determine if refinements are required. Step C: The clients and the e! design team have a meeting or series of design meetings where a final design is created: Design Jams are held with larger teams or with the key client contact where Impact Outcomes (how this outcome will make a difference back on the job) are used as the focal point for all design decisions; Solution scope is more finely determined (i.e.: simulation within larger training initiative; development of content and experience around course, and/or Impact Program to support and track action learning outcomes back on the job, etc.) Key representatives and the e! design team will create a range of options (usually three specific options) for the solution; and One solution, or one solution set, is chosen. Step D: Design begins on the solution: Key milestones are plotted and check-in points with key stakeholders are planned on a predetermined schedule; Design team begins an in-depth solution; Regular check in points are maintained - input from client and key stakeholders is a part of all design stages; Alpha test(s) are scheduled (Alpha test participants are usually an e! group and internal design team); Beta test(s) are scheduled (Beta test participants are usually made up of client organization employees); Alpha test(s) are carried out; Interim modifications are made to the program and the program materials; Beta(s) tests are carried out; Final modifications are made to the program and the program materials.

PHASE 4	Training Program Delivery and Roll-out Our objective is to exceed all delivery expectations. Our belief is that delivery and the delivery team are as important as the design itself. Requirements: Prepare our team to work with your own internal team for long term roll out and impact; or Prepare a "train the trainer" event, as well as the resources and program to ensure proper transfer of the design for optimal impact. Step A: The Roll-out of the program begins. Training Program is delivered/cascaded throughout the organization; and Customized ‘Impact Projects’ or other follow-up support and monitoring programs are introduced and launched.

PHASE 5	Training Program Impact Measurement, Follow up and Reinforcement Our objective is to ensure that the solution creates an individual, team and/or organizational impact. Requirements: Impact support and monitoring plan is implemented. Regular outcome meetings with client in relationship to outcomes are scheduled and maintained. Step A: Monitoring and support plan is implemented. ‘Impact Projects’ or other follow-up support and monitoring programs are tracked and supported; Training Impact is measured against predetermined criteria to determine if "on track"; Status report on progress made against measurement criteria and possible intervention options required. If applicable, follow up facilitation sessions, customized action pacts or coaching sessions are introduced; Meet with client at conclusion of training program to celebrate successes and strategize about next steps in ongoing relationship.