Team & organizational learning
Training builds individuals. Teams make the results.
Learning moves into the work, and teams show the result on their own business KPIs. Individual learning stays. It becomes the start, not the end.
- More than one hundred interventions
- The twelve-month program
People trained one by one.
“Send the team on a course and it will improve.”
The handover, the schedule and the team’s habits do not change with it.
The team still works as before.
One team, one number, one intervention.
Choose the team and the number
Pick a team and a problem that costs it time, quality or money. With the owner of the KPI, the guidance team agrees in advance which number has to move.
Choose the intervention
From the library, the guidance team and Tulser choose the intervention that fits the problem.
Learn in the work and read the number
The team applies the intervention on real shifts and real cases. After twelve weeks, the result shows in the number you agreed.
One guidance team. More and more teams.
L&D advisers
Learn to guide teams
After the first project they guide the next teams themselves, so the approach does not depend on Tulser.
Line leaders
Make room in the work
They give the team time in the day start and the team meeting and keep the fixed moments in place.
The teams
Learn in their own work
No program next to the work, just fifteen-minute knowledge shots in moments that already exist.
The KPI owner
Decides after each project
Decides whether and where the approach continues.
This program or another one?
Is it about mandatory, high-risk tasks and proof of competence? Then Compliance reinvented fits, with a fixed route in four phases. Team learning starts with any number a team owns.
A LOOP project with one team. Then the next.
With LOOP, the guidance team learns to guide teams while the first teams solve their own problem. After month twelve, your own team guides the next ones.
See the whole program
LOOP
Learn together
The guidance team learns with a Tulser coach in six ninety-minute sessions. The teams take a knowledge shot on their own problem whenever the work calls for one.
Operate
The team applies one intervention in its real work, such as a new handover, a debrief after an incident or a peer check on a high-risk task. Then it reviews together what moved in the number.
Organize
What works goes into the routine, the procedure and the systems, with the Maintenance Kit as support.
Put it to work
What one team learns goes to every team that does the same work and to every newcomer. At month twelve, the guidance team shows the KPI owner each team’s number before and after.
- session with Tulser
- reflection without a facilitator
- decision or review
- continues
Project 1 with one team, project 2 with the next teams. Tulser guides in project 1, coaches in project 2 and is on call after that. Baseline and re-measurement with the Team Learning Index in months 1 and 12.
The LOOP goes on.
In year two, the guidance team guides new teams itself. The interventions stay available, and Tulser joins when a team runs into a problem it cannot solve alone.
Measurable impact at team and organizational level.
The team learns, works and measures at the level where the result is made. That is why the impact shows there too, in the KPIs of the team and the organization.
What it takes
- Guidance team memberabout 3 hours a monthsessions, reflections and guiding teams in the work
- Teams0 extra hoursfifteen-minute knowledge shots in the day start or team meeting
- KPI ownerabout 1 hour per projectagreeing the number and deciding
- Tulser6 sessionsand on call
After twelve months
- For each team, the agreed number before and after, on one page.
- Ways of working fixed in the routine, the procedure and the systems.
- Your own guidance team, guiding new teams.
Measured by the re-measurement with the Team Learning Index and the teams’ own KPIs, such as errors, lead time, safety or revenue.
Start with one team.
Thirty minutes
A conversation about one team and the number it has to move. Free.
Your proposal
Twelve months, fitted to your organization and the number of teams.
The first month
The baseline, the first session and the first team at work.
What clients ask first.
Our teams have no time for another program.
The time goes into a problem the team already has, not into a program next to the work. The knowledge shots are short, and the practice happens on real shifts and real cases, not in a classroom.
Does this replace our courses?
No. Courses stay wherever people need new knowledge or a qualification. Individual learning is where team learning starts, not its rival.
How is this different from Compliance reinvented?
Compliance reinvented focuses on mandatory, high-risk tasks and proof of competence, with a fixed route in four phases. Team learning starts with any number a team owns. If you start with compliance, the same guidance team can expand into team learning.
What does it cost?
That depends on the number of teams and how far you want to go. A proposal follows the first conversation.