How we work
— three principles
Three principles guide how we design and deliver our training responsibly.
We meet people where they are
Every organization, group and participant starts from a different place. We adapt our training to the organization’s context, goals and values, while recognizing the participants’ experience, perspectives and different starting points.
We want learning to connect with the reality people work in and build on what they already know and experience. We believe this happens best in a relaxed, inclusive learning environment.
With a focus on their needs
We consider both the organization’s needs and the participants’ workplace challenges and learning needs. We explore these before the training and continue to clarify them together with the participants throughout each training session.
By building a shared understanding of what matters most, we can focus the training on what is relevant and useful for both the organization and the people taking part.
Aiming for impact at work
Learning creates value when it is put into practice. That is why our training sessions are interactive and practical: we practice concrete skills and apply learning to the participants’ own work situations during the training itself.
Our goal is to make it easier to turn learning into everyday action and create practical value at work for both the participants and the organization.
Our responsibility as a training provider
Being a responsible training provider means respecting the organization’s context and values, responding to both the organization’s needs and the varied learning needs of the participants, and aiming for practical impact at work.
It also means using the client’s and participants’ time thoughtfully: focusing on what matters, practicing things in ways that connect with real work, and making it easier to put learning into action.
Impact starts before the training.
Find out how.
Quality and impact are not created in the training session alone. We focus on putting the building blocks for impact in place throughout the learning process: before the training, during the training itself, and by supporting the transfer of learning into everyday work afterwards.
Before the training, anonymous pre-training surveys help us explore participants’ workplace challenges and learning needs. We use their responses to prioritize learning content and adapt the training to the group. The survey also gets the learning process started by encouraging participants to reflect on their work, challenges and learning needs before the training begins.
During the training, we continue to make sense of needs together. This shared understanding helps us focus our work on what matters most and connect learning with the participants’ own work situations.
After the training, we support participants in putting learning into action at work. For most training programmes, we create group-specific application tools or templates to help participants continue applying what they have learned in their own work.
Impact can be evaluated after the training. In our approach, however, the focus is on building impact: doing what we can throughout the learning process to give learning the best possible chance of making a difference in everyday work.
Trust is essential to an open learning environment and to the impact of the training. We treat information shared in pre-training surveys confidentially and are transparent with participants about our use of AI to help identify and structure learning needs at group level.
For us, being a responsible training provider means designing training that helps create practical value for both participants and our clients.
“We want our training to reflect each client and participant group and feel like a natural part of the organization’s own learning and development. We take training seriously, but we don’t believe learning has to be serious.”
— Jari Vuorenmaa, Imaction