We are not dedicated to Training but Learning Facilitation, and for this we rely on a wide experience in effective methodological models, which we continuously update and have become our hallmarks. Here are some of them.

Experiential learning​

The methodology used in our programs is purely experiential, as we aim for participants to develop real skills, not simple techniques and/or procedures.

Select below:

Experiential virtual workshops

Aware of the technological evolution and the new premises that govern relationships with an increasingly remote model, we know that the development of skills also requires a new, more open, flexible and multidimensional mindset that employs new technologies when it comes to approaching learning processes.

For this reason we have developed the Experiential Virtual Workshops, focusing on maintaining the essence of face-to-face Experiential Learning, in order to facilitate high-impact interventions that allow sustaining new behaviors over time.

One Skill Focus

Learning For Results’ One Skill Focus is a learning methodology whereby participants concentrate on learning and experiencing a single skill intensively. This requires less investment of time and energy than other methodologies, which means that the usual place of work is not disrupted. And it stimulates a high R.O.E. (Return on Effectiveness), thanks to the tools used and the naturalness with which the participant can immediately implement the new behaviors he/she has learned and practiced.

One Skill Focus is methodologically oriented towards behavior modification. Only when you manage to change your habits do you get different results.

Delivery Formats

All types of interventions that LFR carries out can be delivered virtually, face-to-face or in combination, achieving a high degree of versatility and adaptability to the human and logistical needs of each organization.

Each organization can configure its own itinerary, combining the actions and delivery formats it considers most useful for its particular situation.

Behavioral Change and C.A.R. Model

Many organizations that detect an area of development in their teams tend to resort to conventional tools in the hope of finding a different result.

Training is very useful to train technically and acquire knowledge; and consulting helps to identify problems and find or refine solutions, using someone’s knowledge and experience. But none of them changes people’s attitudes.

In Learning For Results we maintain that, if someone wishes to obtain a different result, he/she must first modify the actions or habits that lead to that result; and this will not be possible if he/she does not first change his/her behavior (aptitudes and attitudes). This process is called behavioral change.

R.O.E. (Return on Effectiveness)

We define the R.O.E. as the return generated by the effectiveness of the development programs carried out, taking into account the economic investment made.

To obtain the R.O.E. it is necessary to measure the behavioral change generated by the program. Some of the requirements for this are:

A methodology for designing Key Performance Indicators (KPIs) to measure the evolution or change of behaviors

Digital tools that facilitate the recording and measurement of these behaviors

Sustainability actions that make it possible to connect the participant’s performance with their day-to-day life and with the evolution of their changes.

Coaching Style

For those of us who are part of Learning For Results, coaching is not only a methodology for accompanying professionals in search of a transformation that will enable them to achieve better results. It is a lifestyle, a way of feeling and behaving.

All of us at Learning For Results are certified coaches. Not only the facilitators of the programs but the entire team that makes it up. This guarantees coherence between what we feel and how we do our work.

Systemic Approach

Organizations are networks of individuals who interact and communicate with each other, who direct their efforts towards the achievement of a common goal and coordinate their efforts to do so. The variations experienced by any of the elements of the system will have repercussions on the rest.

Although, due to their nature or the objectives with which they are designed, there are interventions that are oriented to a particular individual or a specific team, our collaborations always take into account the systemic nature of organizations. In this way, we are consistent with the role that each individual plays in his or her environment, and we can maximize the benefits of each intervention.