Innovative Learning GroupPerformance. Results. We Get It.
"Professional. Responsive.
Learner-friendly.
Client-focused."
"Solid instructional design — although many companies say they have instructional designers on staff, ILG has a stronger competency in this than other companies."
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What Can We Do for You?

You need to enable or improve employee performance. Maybe it’s for an individual business task, a new process, or a company-wide system. Whatever your need, ILG will partner with you to develop learning and performance solutions that get results.

Our Goal

Simply put, we want you to be the hero of your story. We cover all the bases through our robust project management process, so you can sit back and relax — and accept the praise for the results.

Our skilled consultants rapidly design and develop smart, practical learning solutions to meet your need, whether it's a simple job aid, a one-hour e-learning module, or a complete curriculum of classroom or online courses.

What Is the Right Solution for You?

It all starts with identifying your pain point. Once we know that, the appropriate solution becomes evident. Try our Performance Assessment tool on this page to learn how it works.

Our Experience Speaks for Itself

We’ve created more than 500 learning solutions for a wide range of clients in diverse industries, serving learners around the world. Go to Client Success Stories to see some examples.


Have a question? Contact us.

PDFView and download our brochure.

 

Performance Assessment Tool*

With your organization in mind, answer each question below by selecting ‘Yes’ or ‘No’:

Environmental Supports

Q: Are expectations for performance made clear to employees, and is relevant and frequent feedback provided to them? Yes / No

Yes: Great, you’re providing the performance information employees need!

No: You’re not providing the performance information employees need.
Possible solutions: Communication pieces, orientation program, structured feedback, employee handbook, policies and procedures, business plan.

Q: Are sufficient tools, time, and materials available to meet employees’ performance requirements? Yes / No

Yes: Great, you’re providing the performance resources employees need!

No: You’re not providing the performance resources employees need.
Possible solutions: Templates, reference manuals, online help process maps, appropriate number of hours and people to perform work, business equipment (phone, computer, software, etc.).

Q: Are incentives (monetary, non-monetary, career development) available to employees contingent on performance? Are there clear consequences for poor performance? Yes / No

Yes: Great, you’re providing the performance incentives employees need!

No: You’re not providing the performance incentives employees need.
Possible solutions: Compensation strategy, benefits strategy, informal recognition, clearly communicated career paths.

Personal Repertory

Q: Do employees have adequate knowledge and skills for performance? Yes / No

Yes: Great, your employees have the knowledge and skills they need to perform!

No: Your employees don’t have the knowledge and skills they need to perform.
Possible solutions: Training, learning opportunities.

Q: Do employees have adequate physical and mental capabilities for performance? Yes / No

Yes: Great, your employees have the capacity they need to perform!

No: Your employees don’t have the capacity they need to perform.
Possible solutions: Appropriate selection processes, job fit, job design.

Q: Do employees have the desire to perform? Yes / No

Yes: Great, your employees have the internal motivation they need to perform!

No: Your employees don’t have the internal motivation they need to perform.
Possible solutions: Appropriate selection processes, job fit, job design.

*Based on Dr. Thomas Gilbert’s Behavior Engineering Model, 1996.