Twyla - Learning for the Curious

Our Philosophy

Curiosity is one of the permanent and certain characteristics of a vigorous intellect.
– Samuel Johnson

We have set up twyLa to pursue and share our passion for learning. We believe that learning is more impactful and enjoyable when we can instill our learners with a strong desire to know, to change or to become their best selves. Learning agility might be one of the most powerful skills to have to succeed in today’s fast-changing world.

To deliver inspiring and impactful learning experiences, we combine human-centered design, creative learning methods and transformative facilitation. We help our learners to ground the learning into their daily practice.

We help our clients achieve speed to competence through agile design and build cycles. We approach learning as practitioners, applying insights from the worlds of neuroscience, social sciences and business. Along the way we learn what works and what doesn’t.

We remain curious and continue to learn.

Image by Martin Reisch

Learning for the Curious

The ability to learn faster than your competitors may be the only sustainable competitive advantage.
– Peter Senge, The fifth discipline

In a connected global economy, market changes are constant and relentless. The strongest asset of a smart, competitive enterprise is its employees’ ability to learn: to learn fast and to learn continuously.

We can help you achieve speed to competence through smart and agile learning design and delivery. Our 5 design principles hold the things we believe to be true for learning. They form the core of what we do.

Image by Martin Reisch

Twyla’s 5 Design Principles

Focus on the learning experience.

Build learning experiences that are engaging, relevant and transformative. Put learners in control instead of forcing them down predetermined learning paths. They seek learning that suits their preferences and needs; they decide what they want to learn and how they want to learn.

Well-sequenced learning activities make effective use of what they already know and present information that is contextualised within the real world. The learning then becomes relevant to their lives, jobs and interests and drives behavioural change.

Design for everyday learning

The learning experience should consider the environment and the challenges that our learners are exposed to in their daily life. We must create learning that is focused on the wants and needs of the learner and tightly integrated into their work.

We can do this by providing aids, communities, and services that enable learners to direct and pursue their development goals and learning needs in the workplace. It’s not so much a matter of training people, as of enabling them to learn in a self-directed manner.

Bring brain-friendly learning to life

Neuroscience gives us new insights into how we learn. We have a better understanding of what motivates someone to learn, how memory works, how we construct meaning from content, what the role of stress and self- esteem plays in learning, and so much more.

We bring these insights to life by applying brain-friendly principles to the design and delivery of our learning programmes. One of our favourite brain-friendly learning principles is: facilitate creation not consumption. Let the learners construct meaning for themselves, rather than spoon- 2 feed them information. This drives experience-based and immersive learning.

Cultivate curiosity, curate content

Curiosity causes changes in the brain’s chemistry that help us to more effectively learn and retain new information. When learners are triggered by a new idea or a new situation and compelled to explore further, they are engaged and motivated, and will learn more.

Neuroscience insights tell us that curiosity not only increases motivation to learn, it also improves memory by tapping into the brain’s reward system. Facilitators must thus be curators of content and connections rather than just deliverers of content.

Learn through connections

Most of what we learn comes from engaging in networks where people share knowledge, collaborate and co-create. It is when we detect patterns and make connections between what we already know and what is new, between an abstract concept and its practical application that we truly learn and change.

Nurturing and maintaining these connections is key to facilitating continual learning. The more connections we can encourage learners to make in their personal learning networks, the greater chance we have at fostering learning experiences that will endure.

Whom we work with