Atria Learning and Development

TOGETHER IS BETTER!

We at Atria Learning and Development believe in the development of maritime professionals with hands, head and heart. Our vision is to create new standards of behavior-oriented learning and development, turning learning into actions onboard and ashore! As this cannot be achieved by one single learning activity alone, we concentrate on corporate specific concepts and have set up strong corporations with industry-wide recognized experts in order to serve our customers based on their current needs. This is why we see ourselves not as a service provider only, but as a ‘learning and development hub’: Together is Better!

Video


INNOVATIVE CONCEPTS

  • Situation

    Many companies wish to further improve on safety and the way of interacting with each other. That is why often several behavior-focused programs are conducted parallel yet with different focus, such as Corporate Culture, Safety Mindset, Human Element, Communication, Behavioral Assessment and Competence Management.

    Challenge

    The current challenge of many shipping companies is to have a program transferring the existing knowledge about the Human Element into hands-on leadership actions in real life, leveraging the investment already made in ‘Human Element’ or ‘Safety Behavior’ programs.

    Approach

    In order to increase the learning transfer and effectiveness of existing programs, we have designed a concept based on contemporary research findings and practical experience. Together with Tata Interactive, the ‘Human Element In Shipping Simulations – in short: TOPSIM-HEISS - has been developed as high leverage method, integrated in an experiential, multi-dimensional learning and development process. Simulating a possible reality on board a vessel, participants need to apply concepts learned in previous behavior-focused courses and exchange practical experience in order to lead the virtual crew appropriately.

    Benefit

    Participants experience the benefits of value-driven decision-making, both as an individual and as a team. This creates cognitive AND emotional learning experiences, leading to significantly higher retention rates compared to normal class-room training.
    Combined with the individual-centered ‘Turning Learning into Action’ follow-up approach, significant differences to all so far conducted maritime training approaches can be observed IN DAILY PRACTICE, turning maritime leadership development from push to pull. HEISS best-practices can be found at www.heiss.training

  • Situation

    Companies have discovered the importance of engaging their employees, and to empower them with training based on specific company culture and needs. Subsequently, many organizations have already a team of experienced in-house trainers, conducting a wide range of learning and development activities.

    Challenge

    The challenge for trainers is how to continuously improve and change learning design from knowledge-focused ‘input’ trainings to behavioral-focused ‘output’ learning activities, in order to motivate participants in taking ownership for their own development and to support participants with the tools needed turning development into real-life actions.

    Approach

    Since the individual’s ‘learning aptitude’ cannot be influenced by either the participant or the facilitator, participant motivation and the chosen learning methodology are the most important focus areas for the design of effective adult learning and development activities.
    Gamification and Action-orientation have tremendous potential to break through. However, too many organizations have been using game design as magic elixir, and by just including a few game elements in existing trainings nothing really changed.
    In the course ‘Advanced Train the Trainer: Behavior-oriented learning design’, we go beyond the hype and empower experienced trainers how to engage and motivate participants in achieving their goals, while at the same time meeting organizational development objectives. Participants experience a management simulation themselves, learn about the didactical principles and complementary activities, and start immediately transferring these elements in their own corporate context.

    Benefit

    Being already trainers themselves, participants can build on all knowledge and experience they already have. They are empowered to further develop their competences in the areas of ‘Gamification’ and ‘Action-orientation’, in order to conduct more interactive, hands-on and practice-oriented trainings in their own organization, and are simply rewarded by motivated and engaged participants!
    Organizations can lever the investment made and commitment in their existing training workforce, and benefit from increasingly effective and efficient learning and development activities conducted.

  • Situation

    Study after study shows that, in most cases, 80-90 % of all training programmes and initiatives are never implemented into the daily activity of the business, consequently not leading to the intended effects on individual and corporate performance. This means that the return on financial and time investments in training is rarely, if ever, fully maximized.

    Challenge

    More often than not, employers are unsure how to hold people accountable to further develop themselves after learning activities and thus they are unable to ensure effective learning transfer. Participants go to a learning event, love what they learn and intend to apply it. But when returning to the workplace, they get busy and their good intentions might get washed away.
    The challenge is to find the single best and feasible opportunity to increase the value of corporate learning and development by incorporating a proven transfer of learning strategy.

    Approach

    Turning Learning into Action (TLA) facilitates the leap to effective learning transfer with an enhanced coaching methodology to improve what a person has learned from a training program. It's done with a structured, specific and accountable reflection through one-on-one conversations via phone after the learning event.

    Benefit

    The TLA methodology allows for breakthrough insights what really happens after a learning event, and is a very effective trigger for participants of all managerial levels to really change behavior ashore and onboard.
    Furthermore, it’s a unique learning opportunity for the organization about the real life development of their employees as well as the general impact of corporate learning and development initiatives.

  • Coming Soon.

    Coming soon.

    Coming soon.

    Coming soon.

    Coming soon.

    Coming soon

    Coming Soon.

    Coming soon.                                                                                                                                                                                                                                                                                                                                                                                        

What makes Atria unique

  • Customer-focused co-creation

    Activities that enhance the transfer of learning into workplace performance will have an important impact on an organization’s performance and can significantly increase the return-on-investment for training and development efforts.
    A few key activities, appropriately timed, can have a tremendous impact on organizational performance and the sustainability of learning.

  • Systems thinking

    The human element is the crucial aspect in the shipping business and the key factor for a vessel’s performance. Based on sound research and practical experience, Atria offers an effective approach, approaching the corporate environment and interdependencies between corporate values, national cultures, group dynamics, behavioural patterns and existing learning activities as one system, such as maritime leaders have to do in daily practice!

  • Collaboration synergies

    We at Atria know that in nowadays constantly changing environment, no single ‘expert’ can provide solutions for every customer’s needs. Consequently, we have decided to set up strong partnerships with various innovative field experts, such as Tata Interactive Systems as one of the world leading corporations in the ‘Gamification’ domain, Lloyd’s Register Marine Training Services EMEA, the Maritime Faculty in Leer/Germany, the Intercultural Competence Learning Lab Groningen/Netherlands or Spot on Learning offering an innovative maritime English learning approach: Together is Better!

Downloads



Team and Partner

Whitepaper TOPSIM - HEISS

Atria Portfolio


Contact

Atria Learning and Development GmbH
Hafenstrasse 6 - Haus "Hamburg"
26789 Leer
Germany

Your contact at Atria Learning and Development, Roman Heil



Tel +49 (0) 491 92761-52 / E-Mail: info(at)atria-learning.com