Reinforce skills. 

Facilitate feedback.

Increase collaboration. 

Share expertise.

Continuous learning for the digital age.

Practice creates a scalable means for teams to frequently practice skills and receive meaningful, timely feedback through the power of peer-to-peer video assessment and coaching.

 

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Practice is used by organizations to build and sustain continuous learning cultures that increase competence and confidence and fuel innovation.

1

FREQUENT PRACTICE

Learners watch a short practical skills challenge. Then they record a video with their responses. Doing this, they practice their skills many times over.

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2

PEER ASSESSMENT & FEEDBACK

Learners watch peers’ video responses to the same challenge or prompt, review them, and respond leaving targeted feedback. By sharing, learners create a social environment that scales assessment.

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3

SELF REFLECTION & MODEL RESPONSE

Learners reflect on their responses compared to a model video response and in the process engage with their own reviews and scores.

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4

TARGETED COACHING

Instructors or managers provide feedback to the group as a whole. Each learner receives individualized, meaningful feedback from both peers and instructors.

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OUR LEARNING METHODOLOGY

Increase Confidence and Competence

  • “Working with Practice isn’t like work at all. They make everything so easy. It was one of the smoothest implementations I’ve ever had in my organization. It’s not a vendor-buyer relationship at Practice. It’s a partnership.”

    Michael Whatley, Senior Manager, Learning Design & Operations

    Cox Automotive

  • “Practice is not only my favorite evaluation tool in my courses, but also the easiest, and most enlightening assignment to grade. It gave me, the instructor, insight into student learning. I have changed my approach to the students based on their feedback about the Practice assignment, and I have improved as an educator.”

    Carol Okupniak, Professor
    Drexel University College of Nursing and Health Professions

  • “Practice provides an excellent opportunity for my students to crystalize and review concepts we have gone over in class in a way that requires them to look at messy facts and decide what advice makes sense. It provides an effective way to develop skills that we don’t always do in class.”

    Brian Quinn, Associate Dean of Experiential Learning
    Boston College Law School

  • “Compared to the former design of assignments where I used to spend anywhere between 12-15 minutes per student, using Practice provides a huge improvement in streamlining and simplifying the grading process.”

    Dr. Karen Gregory-Mercado, Professor

    Arizona State University College of Health Solutions

HOW ORGANIZATIONS ARE USING PRACTICE

  • Unifying culture and messaging

    After a major acquisition, Cox Automotive needed to upskill sales teams to effectively cross-sell product lines, present a consistent message, and operate as a unified team. Practice simplified Cox’s sales training and messaging alignment, reduced the expense of in-person training, increased selling competence and confidence, and boosted sales reps’ engagement through a more effective training solution.

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  • year-up-logo

    Strengthening managerial skills and increasing confidence

    While going through a period of rapid growth, Year Up struggled to provide efficient and effective training for their employees and were reliant on in-person training for role-play and providing performance feedback. With Practice, Year Up scaled and increased personalized feedback, boosted confidence levels, changed behavior, and strengthened consistency with organizational value structure.

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  • Making online education truly interactive

    Drexel’s health profession educators wanted to reach and engage more students through their nationally recognized online and blended programs. The Practice platform offered their instructional designers a proven methodology for uniting instructors and learners in a proactive cycle of practice, peer response, and instructor assessment that improved learning outcomes and built community.

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  • Connecting the classroom to the real world

    Boston College Law School faculty wanted to give their students a way to practice the skills and theories they were learning in class. They tried online discussion boards with underwhelming results. Practice delivered the peer interaction and learning they sought — and an effective way to engage a network of experts in teaching and assessing student skills.

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SEEN AND HEARD

  • Mirror, Mirror

    When we’re intensely focused on productivity, it’s easy to forget to stop and make time to reflect. Yet self-reflection is crucial for our continuous growth and development. It “gives the brain an opportunity to pause amidst the chaos, untangle and sort through observations and experiences, consider multiple possible interpretations, and create meaning.”

  • Beyond the Wheel

    Creating a compelling employee learning experience has risen to the number two topic on the minds of CEOs and HR leaders, and this means that companies are actively looking for ways to improve learning within their organizations. But what kind of learning culture should organizations adopt, and how are they different?

  • Shape of Things to Come

    The “future of work” has become a hard to miss buzz phrase these days, but what does it really mean? Quartz reports on how former VP and CFO of GE Power, Lynn Calpeter, is being tasked with parsing out a “cleaner definition” of what “the future of work” means specifically for GE.

  • Only These Words

    How do leading organizations evaluate their employees? The Wall Street Journal recently published a peek into the unique methods used by Lyft, Lumeris Healthcare, Goldman Sachs, and PwC.

  • People First

    Scalable learning, which is centered around creating new knowledge rather than “sharing existing knowledge,” has become the new driver of growth and innovation necessary for organizations to meet the needs of the evolving workplace.

  • Feed Me, Seymour

    To learn better we need specific feedback to help us pause, adjust, and try again. But what actually makes for feedback that effectively helps someone improve? After all, providing and responding to feedback can be tricky, and thinking through effective feedback is an extremely nuanced process.

HIGHLY ENGAGING, COST-EFFECTIVE TRAINING AT SCALE