Learn2

Menu
Contact Us

BRIDGE THE GAP

PROGRAM AWARDS:

91.7% of participants would recommend this program to a friend or colleague.

Identify the Gaps on the Path to Success in this Collaborative Team Building Experience 

Bridge the Gap is a collaborative team building experience engages your team to identify your company’s vision by understanding where you are now as an organization, where you want to be, and the gap that is standing in the way of success.

Together, program participants define priorities and the necessary actions needed by owning the transformation process, and bridge building. Then, they create an implementation plan and measurements for their own success.

PROGRAM RESULTS

Identify gaps on the path to success

Align staff efforts with leadership goals 

Engage employees to make collaborative decisions for change

CLIENT SUCCESSES

Lots of fun and energy. Good learning through an interactive session.

Jeanette Broeren,
Director, American Express

This activity really brought out how we run our daily lives at work. It helped me understand what others may be feeling or have on their plate. Great facilitator!

Joanne Grant,
Supervisor, American Express

Facilitator leads in a way to get us where we need to be, but isn’t holding our hands.

Casey Sparks,
Assistant General Manager, BOK Center – SMG

Engaging concentration, stimulating discussion. Facilitator steered conversation constructively to maximize effectiveness.

Jeff Nickler,
General Manager, BOK Center – SMG

Learn2 Solutions provide an amazing format to take our employees to a higher level of effectiveness. Bridge the Gap will be a huge help in doing this at our properties.

Judy Richardson,
OLG

PROGRAM IN ACTION

Bridge The Gap Program in Action
Bridge The Gap Program in Action

Some of the Leadership activities seems, well… wildly different! Are you sure my participants won’t think they are silly? 

Doctors, lawyers, accountants, engineers, executives, IT geeks and Olympic athletes & coaches say no. Different styles of activities and challenges guarantee engagement from different participants, so we vary the activities for full engagement.

How much do these leadership development programs cost? 

Prices vary based on the number of participants, travel, etc. Many clients are shy about sharing their budget, but we will work within your budget to provide you with a program that will meet your needs. A smaller budget may mean there are fewer bells and whistles, but you can still get a big bang for your buck!

Does Learn2 accommodate those with disabilities? 

Yes, and accommodation is easily identified as Learn2 training programs have achieved results with the Special Olympians, the Deaf Blind Coalition and Paraplegic Association.

Change the Way You Work

Featured Blog Posts in Team Building

Learn2 Logo

Evaluating Leadership Training ROI and Building Stronger Teams

Evaluating Leadership Training ROI and Building Stronger Teams Organizations invest significant resources in leadership training and team-building programs. These initiatives aim to boost employee engagement, enhance workforce collaboration, and improve productivity. By measuring leadership training ROI, companies can determine if their programs drive the desired results. Understanding the ROI helps leaders ensure their efforts remain focused on creating meaningful outcomes for the team and the bottom line. What Makes Leadership Training Worthwhile? The true value of leadership training lies in its real-world impact. Strong leaders communicate effectively, build trust among peers, and guide their teams through challenges. Training programs that teach actionable strategies help participants develop these skills. However, measurable success depends on clear objectives from the start. By defining goals like improved communication or higher employee retention, organizations can connect training efforts to specific outcomes. The financial impact matters too. Leadership training often influences employee performance, which directly affects an organization’s profitability. Strong leaders inspire teams to meet deadlines, improve project quality, and innovate. These tangible results create the foundation for evaluating the ROI of leadership development programs. Measuring Leadership Training ROI Calculating ROI for leadership training doesn’t need to feel overwhelming. Start by identifying key performance indicators (KPIs) that align with organizational objectives. For example, you might track changes in team performance, retention rates, or overall profitability after the training. A successful training program often shows improvement in these areas over time. Another valuable method involves employee surveys. Gather feedback before and after training sessions to understand how employees perceive their leaders’ growth. Positive shifts in perception often point to the success of the program. Combining survey results with performance metrics paints a clearer picture of the program’s impact. Organizations should review their ROI regularly to monitor ongoing benefits. Small adjustments to training content or methods can lead to even greater results. By staying proactive, companies continue maximizing their investment in leadership training. The Role of Team-Building in Success Leadership training and team-building go hand in hand. Strong teams create the foundation for consistent success, especially in today’s fast-paced business environment. Team-building fosters better communication, trust, and collaboration across departments or work groups. These activities strengthen relationships between colleagues and connect individual skills to shared goals. Programs focusing on team dynamics encourage employees to step outside their comfort zones. Through challenges and activities, they uncover fresh perspectives and learn about others’ strengths. Teams emerge more resilient, ready to tackle problems together with creative solutions. Evaluating Team-Building ROI Just like leadership training, team-building efforts require thoughtful evaluation. The best programs combine learning and engagement, leaving lasting impressions. Metrics such as teamwork efficiency, workplace satisfaction, and innovation rates offer valuable insights into the effectiveness of team-building initiatives. Post-event discussions or surveys provide additional data on employee experiences. Employees often report feeling more energized and connected after successful team-building sessions. These interactions improve workplace morale over the long term, fueling motivation and productivity. Companies should also observe how teams handle stress or conflict in real-world scenarios following these activities. Improved problem-solving abilities, stronger collaboration, and thoughtful communication point to sustainable results driven by team-building investments. For impactful programs, a tailored approach ensures the activities align with company goals. Why Combine Leadership Training and Team-Building? While leadership training focuses on individual growth, team-building strengthens group dynamics. When used together, these two approaches create a workplace culture built on accountability and trust. Leaders trained in effective communication and problem-solving can inspire their teams more successfully. In return, teams empower their leaders by fostering collaboration and shared responsibility. A cohesive strategy leverages the strengths of both efforts. Employees perform better when they trust their leaders, and leaders thrive in environments where teams function collaboratively. Together, leadership and team-building programs form a cycle of continuous growth and improvement. Start Building Stronger Partnerships Today Investments in leadership training and team-building shape the future of any organization. Clear evaluation methods ensure these programs deliver measurable benefits. An engaged and connected workforce creates innovation and drives sustainable success. Don’t wait to empower your leaders and strengthen your teams – click here to explore how team-building programs can transform your workplace environment!

Team engaging in participant driven learning development with a Learn2 program

Investing in Participant-Driven Learning Development

You know that the best learning is never an event. It’s a continuous process of discovering insights that are meaningful to you. You then consider what you are going to do about it. What if you got supported to deepen your insights and discover places to deliberately practice new behaviors? What if you were supported in translating insights into actual applications? What if you changed how you do what you do and created new value and benefits? Starting the Journey of Participant-Driven Learning A Participant-Driven learning experience delivers support to help your team put their learnings into practice. So, sharing the incredible evolution of our Naturally Series, we link the different learning components and modules with Power Modules in an entire Participant Journey. Learning and Development with Instructional Design The most important thing about developmental learning is to embrace some basic instructional design concepts, and understand how they apply to Participant Journeys. Start with the “Four D’s of Instructional Design,” to initiate well-designed learning. 1. Describe The facilitator uses POW to describe the concept, why it is important, what it can impact, when to use it, and the value it can provide INSIDE the Problems (challenges) your participant’s experience and the opportunities the participants experience. In essence, we share an XYZ of the benefits and impacts for the participants, teams, and leaders. 2. Demonstrate Using relevant examples, the facilitator demonstrates how the participants could use the new practice or concept and provide situational examples that show how it works and the benefits. 3. Do At this stage, participants begin to deliberately practice the new behavior themselves. Participants learn by doing, which makes the learning much more effective while building ownership. 4. Debrief The facilitator asks questions of the participants to have them actively reflect on their learning, asking questions like: Applying Learned Knowledge Knowledge and insights learned remain irrelevant until applied. Application of learning drives value as participants identify how and when to apply their learning, insights, and new behavior to impact the business. Impact coaching and impact projects support application and become ROI measures for the business unit and organization. So, in essence, the first two stages – Describe and Demonstrate – are the context, and the second two stages – Do and Debrief – are where the actual learning takes place and ownership gets created. Reinforcing Skills Through Learning Experience We support participants by reinforcing what teams have learned through their development. The learning modules in the Prepare phase of the participant journey engages participants with assessments, tools, and videos to reduce the “Teach” or “Learn” portion of programs. A key benefit of this is that it allows more time for the Describe and Demonstrate stages – which becomes the value moving forward from the actual experience. In this way, more time during the learning experience gets invested in the high-value “Do and Debrief” stages, where the key learning happens for participants. The Difference in Learn2’s Participant-Driven Approach  Our participant-driven approach is what makes us different. For example, with the Naturally Series, at least a half-day’s worth of teaching gets completed online – before the experience! We make the participant-driven experiences more immersive, more relevant, and of course – more participant-focused leading teams to drive better outcomes from their experience. Participants then drive faster implementation, which becomes the source of the actual transformation.  Creating an Environment for Efficient Learning  This approach to team learning delivers value at least 10 days in advance of the experience. The learning in our 10-day pre-experience means less time during the experience is spent teaching, which leaves more time for learning. With this, a full-day Naturally experience can be configured to address your pain points (objections, questions, acknowledgement, etc.), and your team learning becomes more efficient as we reduce the teaching required during the experience.  Compare that to an ongoing business transformation journey, where participants apply their learning, then gather together again for another experience. Each time, participants get Describe and Demonstrate in advance and then receive Reinforcement, Sustain, and Amplify after. When you consider what you want from your team, whether it be better communication, more ownership, or clearer responses, the value of our journeys becomes incredibly clear. You do not get learning; you get best practices that drive better business value. Any difference in investment is insignificant, given that there is a much better chance of altering behavior in an ongoing amplifying program. Participants receive at least 2.5 times more learning than they would at an actual 1-day event for less than double the cost of a 10-day program.  Work With Learn2 to Enhance Your Team’s Learning  Empower your team to learn while enhancing communication and collaboration. We worked hard to get this all put together, so you and your business can focus on creating lasting organizational development.

Why employee culture is important for growth

Why Employee Culture is the Key to Growth

Companies with a positive employee culture have a clear set of values that leaders and teams follow. Learn how culture is the key to growth.