Training Specialists
flemming and rikke hvidesten in a meeting

Make development a way of working and succeed with your
talent retention. leadership programs. people development. change projects. cultural transformations.

Ultimately, any change, development, or learning is only worth something if you change your behavior. That’s where we come in.

We all need more than management to respond to change, grow new skills, and develop organizational behavior. We all need training, guidance, empowerment, engagement, and new resources. In bites, we can easily digest.

Change takes time ➔
Make it micro ➔
Personalize the experience ➔
Let data help you ➔

 
 

How long do you think it takes to change behavior?

A common myth says 21 days. In reality, it takes more than two months for a new behavior to become automatic. And it is not learning new skills that is the problem, it is letting go of old beliefs. This also means you do not change because of an epiphany, a town hall meeting, or pure information. You change over time and through continuous interaction.

70 20 10

70:20:10

70: Applying learning on the job, situational learning in various contexts, day-to-day tasks, experiences, challenges, and practices.

20: Engaging with co-workers, social scenarios, coaching, mentoring, feedback, social learning, buddy systems, sharing, and collaboration.

10: Participating in programs, courses, training, lectures, town hall, e-learning, conferences, reading, and simulations.

 

Make it micro

Transforming knowledge into behavior

Did you know we forget 70% of what we learn within 24 hours? That presents significant untapped potential that we are determined to unlock.

Our answer to this challenge is to provide learning and actions over time. Not only does it ensure that learning sticks, but when done right, it also has the power to transform knowledge into behavior.

Microlearning is scientifically proven to increase on-the-job knowledge and skills, improve decision-making, secure practical application, and increase confidence in performing skills. 

Meeting different learning preferences

Have you ever seen a buffet with only one dish? 🍣 We like to combine face-to-face workshops, zoom webinars, or virtual training with bite-sized content. This approach allows us to appeal to different learning preferences and help learners achieve better outcomes and improve their performance in the workplace.

Through engagement, knowledge, gamification, social sharing, reinforcement, and analytics, we create on-the-job learning that drives behavior in the moment and long term.

Fit for the modern learner

We've all been stuck on the couch watching reels at some point. The competition for our attention has never been greater, and this has fundamentally changed how we consume content and expect to learn as well.

Microlearning leverages the power of contagious microactions, making it easy for learners to fit learning into their busy schedules anytime, anywhere.

By being more convenient, motivational, and impactful, we ensure the ROI of your learning initiatives, change projects, or organizational development.

 

Microlearning engages and transforms

Just as different exercises target different muscles in the body, learning in bite sizes targets different learning preferences, leading to improved retention and application of knowledge.

 
social learning

No man is an island

People love people, and we all integrate new knowledge best in a social context. Face-to-face or digital.

practice

Knowledge only takes you that far

It is a practice that makes perfect. In fact, 70% of behavioral change comes from training daily.

reflect

Thinking is action

A powerful skill for success is reflection. We are less likely to make too hasty decisions when we learn to reflect.

peer learning

Two is better than one

Learning is anchored by trust. A good buddy can make all the difference in the world in a learning situation.

purpose

Purpose is directly linked to satisfaction and engagement.

Explaining purpose gives life direction and meaning, leading to greater satisfaction and success for everyone involved.

gamification

Level up your experience

We ensure that learners engage in activities that bring fun, surprises, and competitiveness - making training engaging for everyone.

 

We design on a best-in-class platform

We use a learning platform that can deliver learning to desktop and deskless users, create asynchronous and synchronous learning journeys, and scale quickly whenever you need. Feedback tells us it is convenient, motivational, and impactful.

  • 📲 Learning on demand

    👁 Own real-life examples

    🏃🏽‍♀️ Spend as little as 5-10 minutes per day

    🎨 User friendly design and navigation

    🛣 You simply can’t get lost

  • 👬 Social learning

    ✉️ Motivational messaging

    🤹🏽 Gamification and fun

    💬 Chat with co-workers

    🏋🏿‍♂️ Insights to secure personal communication

  • ✈️ Offline learning

    📈 Awesome analytics

    📤 Power Point upload

    🖥 Available on desktop, tablet, and phone

gnowbe learning platform
 
 
 
bite-size apple

Bite-size

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the

bite-size apple

Right-size

 
 
 

Unlock potential

Personalize the experience

Extensive research demonstrates that personalized learning approaches lead to higher levels of satisfaction, improved performance, and increased organizational agility.

In workshops and training sessions, our outset is always based on daily life, and with help from our learning technology, employees get to shape their own journeys by providing their real-life examples, experiences, and practices.

This ensures the journey becomes more meaningful and directly applicable to unique roles and real-world situations. Our approach provides ample opportunities for self-reflection and self-paced progress, enabling employees to take ownership and adopt behaviors successfully.

 

Let data help you

Insights help us to determine what is working well, who is role-modeling behavior, and where to focus the next step. This creates a dynamic delivery that allows the learning, transformation and behavior to be more effective and sustainable.

 
progress
behavior change
engagement
satisfaction
knowledgeable
feedback loops
 

Getting the conversation started

Rikke Krag Hvidesten Behavioral Change Group Partner
 

Rikke, Partner

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