Learning Strategy

Our learning strategy service offers a comprehensive approach to planning enterprise-level learning strategies for organizations of all sizes. Our expert learning strategists analyze your organization’s big picture, identifying the knowledge and skills required for each role, from the CEO to entry-level positions. This holistic view enables us to create a roadmap that guides all learning activities within your organization.

We carefully consider how to best leverage learning resources, including facilitators, Learning Management Systems, e-learning, computer-based training, and appropriately equipped meeting rooms designed with learners in mind. Our strategic approach ensures that each aspect of your training program is optimized for maximum effectiveness and efficiency.

Once we’ve identified the necessary courses, we outline the content and learning objectives for each, taking into account the most suitable delivery method, whether it be in-person, virtual, or via e-learning and video-based training. By engaging an experienced learning strategist from Insignia to plan your training program before diving into course content creation, you can save time, minimize rework, and ultimately reduce costs in the long run. 

We use the ADDIE model:


What is the nature of the problem? Is training the best answer? Have other trainings failed? Why? What are the characteristics of the audience to be trained? Are they new-hires? Experts? Technologically savvy? How do we best reach these people in a way that ensures changed behavior after training? Are there timing considerations to factor into a training solution? Budget?

The Analyze phase makes sure we don’t waste time and money creating training that misses the actual problem, or that isn’t suitable for the audience and scope of the situation.


Is a three-day online workshop the best fit? Quick Reference Guides for busy call center agents? Hands-on practice? Classroom role- play sessions? A training manual? Design is custom-tailoring a solution to the unique client situation.

Using the information we learned during the Analyze process, we design a course of action that addresses needs, scope, audience, and constraints. Design is figuring out what the training will look like.

The Analyze phase makes sure we don’t waste time and money creating training that misses the actual problem, or that isn’t suitable for the audience and scope of the situation.


Like builders referencing a blueprint, the Develop phase is where we create the vision perfected in the Design phase.

We write and produce training manuals, or job aids. Write exercises and lessons for an instructor to deliver onsite. Create slide presentations, eLearning modules, or curriculum. Produce infotainment videos. Some folks skip the Analyze and Design phases and skip right to Developing… and call that training. Folks know when they are learning, and it’s our job to make sure that happens. And that they are learning what is needed to improve performance.


This is when the learning happens. The class is taught. The training manual or job aid is distributed to folks on the job. The mentoring program is kicked off, or the eLearning modules go live.

The solution that has been carefully designed is implemented.


When the solution has been implemented, Evaluation is how we know whether is worked or not. Did it solve the problem? Did the right audience learn the right information? Can we see measurable results? Has behavior changed? Did the learners find the training valuable? Worth their time?

Evaluate is how you see the return on your investment in training.