As in all LDR learning initiatives, the content has been designed using the best practices in adult education and neuroscience. Both instructor led and online learning models are built supporting how the majority of adults learn best, using a highly interactive experientially based process. In the Virtual/Web-based model, while participants will generally not be engaged in physical types of experiential learning, in each one-hour webinar block they will engage in activities and dialogue that are designed to engage the learner in the virtual experience.

In LDR’s self-paced digital learning program, GetWorkerFIT, the online curriculum design was created to keep the learner engaged in the learning process while focusing the learner on applied learning activities. For example, in GetWorkerFIT, participants are less likely to be asked to define the key barrier to change, but more likely to be asked to identify what barriers are impeding the participants’ change as viewed via an animated video or other simulation or activity.

Additionally, participants in GetWorkerFIT are monitored in a way that allows our master online teachers to prompt learners to re-engage if they have fallen off track and are not progressing through the learning. The data about each participants “learning” also allows the master online teachers to reach out to participants via email or a phone call if they seem to be struggling in a particular area related to the learning. Finally, the GetWorkerFIT model allows the Program Managers to view how cohorts are performing and where there are key areas of reinforcement needed. This is especially critical when the blended model (which utilizes both labs and small group coaching) is utilized for reinforcement. For more information about GetWorkerFIT, please visit http://www.getworkerfit.com/