The Cordes approach to learning

“You wouldn´t leave something as important as your personal development to someone else, would you?”

That’s the idea behind our learning model: from consumer to self-learning. We assume that putting your own energy into what you want to learn and how you learn is critical for learning results and ‘ownership’.

For example, an optimal result is reached by setting up and implementing learning contracts and learning assignments with the managerial staff and HR. Putting together, organizing and providing (parts of) training meetings yourself can increase personal responsibility even further.

“Give as much personal responsibility as possible and aim for minimal non-commitment.”

That’s also an important basic assumption. At least you’ll know what the learning process yields both for the individual development of the person involved and for the organization, preferably in terms of measurable competences and performance at an agreed time. Therefore, the emphasis is on the personal responsibility of the course participants in monitoring the learning process. And the consequences in achieving the set objectives are clearly established.

“It doesn’t matter how you learn something, as long as you learn.”

This is an idea we can endorse. There are many different ways to learn, and everyone has his own learning style. Therefore, the self-learning programmes have room for projects, creative exercises, ‘on-the-job’ assignments and coaching. This gives course participants the opportunity to design a learning programme based on their own insight, with the greatest possible transfer.

The Cordes training courses can best be described by four key words: result-oriented, involved, practice-oriented and innovative.