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How Do We Do It Differently?

Transformation DNA

MMT Science-based approach

MMT believes that Adult learning theories are frameworks that aim to understand how adults learn best and provide guidance for designing effective learning experiences for adult learners. There are several prominent theories in this field. MMT designed a transformational learning approach that influences the emotional level and the value system of the participants in order to produce a better behavioral level to support the core objective which is performance change.

It’s important to note that the below theories are not mutually exclusive, MMT used elements from different theories and combined them to create effective learning experiences for adults. Additionally, individual learners may have unique preferences and learning styles, so a flexible approach to instruction is often recommended.

1.Psychological Safety Matters

Based on Brian-Based Education by Dr. Mariale M. Hardiman
Objective: Creating a safe learning environment

  • Neuroscience frame our understanding of how the brain learns and help us identify the best training practices possible.
  • We connect the participants emotionally to the environment.
  • Participants must feel included, and safe, to contribute and find their better versions without fear of being embarrassed, or punished.

2. Learner-Centered Instruction

Malcolm Knowles
Objective: Holding participants accountable

  • Learners are self-directed and willing to control their development.
  • Adult learners bring experiences with them and seek relevancy.
  • Adult learners respond to internal motivations to improve performance.
  • Learners follows and direction they see appropriate to their context.
  • Motivating the participants to build a sustainable plan of application.

3. Social cognitive theory & Constructivism

Bandura - Association for Talent Development (ATD)
Objective: Individual mindset development

  • We critically follow a self-discovery approach throughout the whole process. Using a deliberate practice and modeling effect process.
  • We coach participants To acquire a new behavior and reduce existing one. As a result of this, participants construct new attitudes from assimilation and accommodation of the new mindset.

4. Chain of response

Patricia Cross – Association for Talent Development (ATD)
Objective: Motivation and continuous engagement

  • Motivation during change is critical. we design unmistakable applications to maintain psychological safety. We praise the slightest improvement to send them home with a victory.
  • We keep rewarding the participants emotionally to increase self-confidence and encourage others to have the same reward.

5. Transformation process

Benjamin Bloom’s taxonomy Based
Objective: Human performance improvement

  • We are avoiding the trap of lecturing mode We draw all participants into discussions using various group dynamics.
  • We empower participants to elevate performance.
  • We Personalize evidence-based feedback with insights.
  • We know the application challenges and maintaining sustainability.

The Transformation Journey

Building Awareness

  • Understanding business
  • Scope confirmation
  • HPI assessment survey
  • Technical proposal

Design Solution

  • Initial design
  • Design agreement
  • Official agreement
  • Formative evaluation

Transformation

  • Operational agreement
  • Training delivery
  • Mid-Course feedback
  • Final evaluation

Sustainability Plan

  • Exploring sustainability options
  • Sustainability plan agreement
  • Execution and follow-up operation.

MMT Training Methodology

MMT believes that turning training into a transformational journey involves a deliberate and strategic approach to personal and professional development. Recognizing the unique characteristics and motivations of adult learners is crucial for designing effective educational programs and supporting lifelong learning initiatives. Additionally, understanding the principles of adult learning can help educators and trainers create engaging and impactful learning experiences for this diverse and dynamic population.

Adult learning, also known as adult education or lifelong learning, refers to the process of acquiring new knowledge, skills, and competencies by individuals who have reached adulthood. Unlike formal education which takes place in structured settings like schools and universities. here are our approach 10 guidelines to help you have a transformational training journey.

We will passionately help you to

Define Clear Goals

Start by identifying specific, measurable, achievable, relevant, and time-bound (SMART) goals. What do you want to achieve through this training? What skills or knowledge do you want to acquire or enhance?

Self-Reflection and Assessment

Understand your current strengths, weaknesses, and areas for improvement. This helps in identifying the gaps you need to bridge through training

Immerse Yourself

Fully engage with the training material. Take notes, ask questions, and actively participate in discussions or activities

Practice and Apply Knowledge

Apply what you’ve learned in real-life situations. This helps solidify your understanding and allows you to see the practical impact of your learning.

Seek Feedback

Actively seek feedback from trainers, peers, or mentors. Constructive criticism helps you refine your skills and identify areas for further improvement.

Reflect and Adapt

Regularly reflect on your progress. Adjust your approach if needed and be open to trying different methods or strategies.

Embrace Challenges and Failures

Understand that challenges and failures are a natural part of any learning journey. They provide opportunities for growth and learning.

Network and Connect

Engage with others who share your interests or are further along in their own journeys. Networking can provide valuable insights, support, and potential collaborations.

Celebrate Achievements

Acknowledge and celebrate your achievements, no matter how small. This reinforces your progress and boosts motivation.

Transfer Your Knowledge

Teaching or sharing what you’ve learned with others can deepen your own understanding and contribute to the learning community.

Transformation Methodology

4bs Transformation Methodology

1. BELIEVE

  • vision
  • Willingness
  • Relevency
  • Competency-based

2. BEHAVE

  • Practice
  • Coaching
  • Feedback Request
  • Critical Reflection

3. BOOST

  • Role Model
  • Knowledge Transfer
  • Coaching
  • Motivating

4. BENEFIT

  • Result Influence
  • Healthy Relationships
  • Deeper Relationships
  • Engagement

Performance Improvement Delivery

4Cs Performance Improvement Delivery

Context

Building Relevancy

  • Trainer Bio
  • Program Overview
  • Initial communication
  • Pre-work assignments
  • Pre-assessment

Coaching

Empowering

  • Experiential based
  • Blind spots awareness
  • Live Coaching
  • One-to-one coaching
  • Reinforce strength

Content

Facilitation-Based

  • Building relevancy
  • Discussion based
  • Engagement based
  • Sharing experience
  • Sharing knowledge

Consistency

Leading The Change

  • Action plan
  • Critical friend
  • Knowledge transfer
  • Coaching others
  • Mentorship

Address

Categories

Company

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