Come inside and see what has leading corporations and national organizations, including the US Department of Defense, so excited about our unique and powerful approach.
We're an experienced team of business professionals who believe the existing method of training and education has failed. We have a new method.
The standard method of training - reading books, sitting in classes - has produced very limited results. We learn and grow through experience, by experimenting and making mistakes yet the workplace offers little opportunity for a risk-free practice. What’s the alternative?
Prior to the introduction of the flight simulator, pilots had the body of knowledge but no opportunity to safely practice applying that knowledge. Imagine a similar improvement made possible in manufacturing, product development, hospitals or other business environments.
"There has never been, in the 90 year history that we’ve had, an organization that’s helped us progress more than Pendaran."- Mr. Evan Weiner, Chief Operating Officer, Edw. C. Levy Co., Detroit Michigan
"As a result of Pendaran, our people stopped fighting fires and started preventing problems. Instead of blame and excuses, they worked across all departments to bring solutions. The improvements in quality, cost, and morale were impressive."- Mr. Dan DiSebastian, Former Vice President, Meridian Die Casting
"... the Virtual Workplace gave me that ability to simulate a production environment with my artisans, my supervisors and my managers to bring home to them the pillars of safety, quality, schedule and cost, in that order. We’ve driven down our OSHA reportable accidents ...We’ve driven down our lost work days ... so the initial results are paying off."- Col. Mitchell Bauman, Commanding Officer, FRC - East
Pendaran delivers results by accelerating the experience and capabilities of your company’s most critical asset – your people.
Using simulator technology and "live fire" drills, we have created a cross between business school and boot camp
to accelerate experience and improve and sustain results.
Pendaran’s professional instructors lead dialogue on issues critical to operations transformation.
The team runs the simulated operation and is expected to deliver results. Planned interventions are carefully choreographed to simulate dynamic disruptions common to team and operation performance.
Results are immediately debriefed. Participants defend decisions and actions taken in the simulator.
Working without an instructor, participants take debrief feedback and make specific plans to improve performance during the next work simulator session.
Whether you dream of commanding an intergalactic battle cruiser or just understanding what it's like to sit in the boss's chair, there is no better way to learn than an immersive, experiential simulation. Conquer your brave new world in Pendaran’s risk free learning environment. 23rd Century Learning is here.
Video used by Pendaran with permission.
Successful transformations demand new capabilities.
To build them, experiential learning leverages the intimate link between knowledge and experience.
There is an intimate and necessary relation between the processes of actual experience and education.
- John Dewey (Experience and Education, 1938)
Leading organizations in every walk of life have already had to cope with more change in this millennium than was seen in the entire second half of the previous century.
Most global companies have undergone more than one technological and workforce reorganization in the past decade.
Launching one change program after another, they have had to embrace automation and digitization, shared services, lean operations, and other transformative innovations.
The prognosis for business planners: more transformative change. On the horizon, for example, is the full digitization of economies on a national scale, with big data, advanced analytics, and the “Internet of things”—where connectivity goes beyond company and consumer, to interactive smart products and services.
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The job market’s most sought-after skills can be tough to spot on a resume.
Companies across the U.S. say it is becoming increasingly difficult to find applicants who can communicate clearly, take initiative, problem-solve and get along with co-workers.
Those traits, often called soft skills, can make the difference between a standout employee and one who just gets by.
While such skills have always appealed to employers, decades-long shifts in the economy have made them especially crucial now. Companies have automated or outsourced many routine tasks, and the jobs that remain often require workers to take on broader responsibilities that demand critical thinking, empathy or other abilities that computers can’t easily simulate.
As the labor market tightens, competition has heated up for workers with the right mix of soft skills, which vary by industry and across the pay spectrum—from making small talk with a customer at the checkout counter, to coordinating a project across several departments on a tight deadline.
In pursuit of the ideal employee, companies are investing more time and capital in teasing out job applicants’ personality quirks, sometimes hiring consultants to develop tests or other screening methods, and beefing up training programs to develop a pipeline of candidates.
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