our approach – mBlackBox
Our proprietary adult learning and instructional design consulting methodology, mBlackBox is a product development tool. mBlackBox is momenta’s main mechanism in improving business performance by considering these 6 different perspectives: Business’s, HR/L&D’s, Instructional Designer’s, Trainer’s, Learner’s, and People Development perspective.
Each perspective is a collection of powerful methodologies, extensive frameworks and tools. mBlackBox has been our formula behind the series of successes for the past years.
From the business perspective, using a structured approach called ACHIEVE >> DO >> LEARN, we help our clients to develop stronger leaders, highly efficient managers and capable individual contributors resulting in higher revenues and efficiencies. Our approach starts and ends with business results in mind. We first look at what are the objectives that the business needs to ACHIEVE. Then we consider what people need to DO in order to achieve the set performance. And lastly what are the skills and knowledge they need to learn to enable them to successfully do and therefore achieve.
Knowing that it is the people’s performance that drives business’ success, it is essential to strengthen and develop their capabilities where even a small shift will cause a big impact on business results. From an HR/L&D perspective, we refer to the capability framework to determine the gaps that need to be addressed. As each organization is unique, we partner with the HR/L&D department to contextualize our solutions specific to their training needs.
Instructional Designer Perspective
After working with the HR/L&D department to understand the training needs, our instructional designers start the solutioning process. We subscribe to the 70:20:10 Model in developing our learning –journeys, focusing mainly on application on-the-job. Our instructional design methodology follows the ATPAA model. First, we start by creating awareness on why the participants need to learn. Next, we provide the tools that will help improve the capabilities identified. Then, we give the participants a chance to practice the tools in a safe environment and once they have learned how to use it, we let them apply the learning on-the-job and ensuring the benefits are transferred back to the workplace. When required, we assess the improvement of participant’s specific capabilities and establish a baseline for future improvement.
Having a strong solution means half the battle is won. The other half depends on how the trainer is able to transfer knowledge or skills, or facilitate the learning process. All our trainers are seasoned business practitioners who bring with them their wealth of real life expertise and anecdotal examples to support the learning experience.
Lastly, we look at how a person learns and what would allow this person to learn. Learning can be categorised into four stages.
The first stage is KNOW. To stimulate KNOW we want to make sure that the learner understands the reason to learn a topic, skill or knowledge.
The second part is to UNDERSTAND. There is a clear difference between knowing something and understanding something. To understand is to have the ability to articulate what it is and what are the skills required.
However, understanding alone is not enough. But just because you understand, doesn’t mean you can APPLY. Application is where learning translates into business results. This is where the main difference is between our training and other trainings – is because we focus on helping the individuals apply what he understands and knows.
The real measure of learning is when individual adopt the new skills into HABIT. Thus, our learning journey is designed to help the learners develop a rhythm to continuously apply the new skills so it becomes habitual. This is where we incorporate guided work-based learning and coaching into our design. When we actually succeed in that process, we are quite confident that this person has truly learnt.
People Development Perspective
Business performance can be achieved by helping individuals realize their full potential, supported by an organization that is ready. So what is very critical from apply to habit is to ensure that the learning environment, the direct line supervisors, the training, the trainer and the coaches and HR and learning department are all ensuring that the ecosystem is conducive to make sure that this person ultimately has the ability to apply and making it into a habit. On the other hand, individual learners must have the ability to self-reflect, be agile and resilient to overcome barriers of making learning into a habit.
Ultimately what we want learners to do is ensure that they walk through the learning journey of KNOWING, UNDERSTANDING, APPLY and making it into a HABIT.