Learning and development: How do we achieve effectiveness


Ensuring learning transfer through CAPABILTY Building - Bringing together willingness, skills and enabling

Training and other development activities are only effective if the "learned" is transferred into the daily work routine.
This general statement is well known but decades of research show that only a fraction of the skills acquired in the learning environment are put into practice in everyday life.
There is agreement in the scientific and practical discussion that the following three areas are important for the transfer of learning:

  • The learners themselves - their motivation and ability to control themselves as well as their conviction to get the job done and be able to cope with new challenges.
  • The organization - Are there application possibilities for learned competences? Is it desirable to bring in new skills or are there barriers? And is there support from the supervisor or other people in the organization?
  • The development activity: the training, workshop or coaching itself - locally on site or virtually. Is the training concept designed for a sustainable learning transfer? Are the expectations clearly formulated? Are contents and methods relevant and suitable for the participants?


The right learning guide for further development   

We design our measures in a development- and transfer-oriented manner and discuss all necessary areas together when clarifying the order.
What is important to us is that we do not work as "teachers" in the sense of pure knowledge transfer, but as learning process companions. And the participant is at the center of this learning process.
Our goal is the effective, sustainable transfer into everyday life, which we constantly review through targeted evaluations.


Our attitude as development companion - Enjoy Development  

Based on a systemic-constructive approach to development...

  • We respect the fact that people have an individual perception of reality and want to actively shape meaningful learning and decide for themselves what they want to learn.
  • We encourage participants to take responsibility for their development, challenge them and focus on existing resources and skills and ensure that learning is not a singular event.   


Positive emotions support learning and transfer results


Learning structures: A journey of learning for more effectiveness  

We design learning architectures for Learning Journeys that individuals or teams take.
A Learning Journey contains different learning phases of the participants with self-directed parts - whenever and whereever it suits them individually. With numerous transfer possibilities and tasks that are then reflected upon. And shared learning times with the trainers, always interactive and experience oriented.
Only in this way is an emotional learning experience possible, which can be used positively for further development and increases motivation for the learning transfer.

Our ideal learning loop: This is how we proceed didactically in trainings   

CONTUR Learning Loop: CONTUR Learning Loop: Achieve Effectiveness

Already in the preparation phase we enter into a dialogue with you to adjust all the screws and achieve the best possible transfer.

We will accompany you on your learning journey to positively influence the MOTIVATION of the participants, to strengthen their ABILITY in everyday life, and to make the transfer POSSIBLE.
This is CAPABILTY BUILDING and ensures effectiveness.


Enjoy Development



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