We strive to create an environment where anyone in an organisation can share their knowledge and can access, understand and absorb the collective knowledge of those around them.
What we stand for
We believe that knowledge is an organisation’s most critical asset.
Too often, knowledge gets trapped within an organisation. It remains in the hands of the few. For an organisation to function optimally, knowledge needs to be shared freely amongst everyone. When a new employee joins the organisation, there must be a direct path for them to access organisational knowledge. Conversely, when someone leaves, their knowledge must not walk out the door with them!
Tribal Habits is passionate about facilitating this flow of knowledge and learning through organisations.
Knowledge sharing is not a new concept. Humans, at their core, are inquisitive, curious and motivated to find better ways of doing things.
For years, organisations have looked for ways to share knowledge amongst employees. Traditionally, this has been through mentorship programs and face-to-face training sessions. While effective in instances, these manual processes present significant bottlenecks and inconsistencies and often fall by the wayside when things get busy.
Tribal Habits removes these bottlenecks and inconsistencies by leveraging technology to open up knowledge to everyone in the organisation.
We believe that training is all about change and our ability to adapt to change. We’ve built a platform that allows knowledge to flow freely through an organisation and best positions that organisation to manage change.
How we started
Tribal Habits genesis was as a training organisation. Our first attempt to achieve our mission led us to run facilitated participant-led training sessions with our customers.
We understood that the people who know an organisation best…are the people that work within that organisation! As a result, our facilitated training sessions were designed to work with subject matter experts through a series of interviews to uncover, capture and document their knowledge so that others in the organisation could benefit from it.
These sessions would be prepared according to a template we developed and were then recorded with corresponding written slides. Essentially, we were running live webinars on organisation-specific information. The recorded webinars were then shared amongst employees via a learning management system or intranet portal.
The response to these suites of training was resounding. At long last organisations were producing engaging, relevant and completely customised training – rapidly and at a low cost. It was our first insight into the power of sharing organisational knowledge. But we knew we could do more.
Digitising instructional design
The next step was to remove ourselves from the process! We knew that for organisations to create the volume of training, they required, we needed to empower individuals to create training themselves.
The biggest hurdle here? The instructional design skills required to create training often necessitated specific experience and software familiarity that only skills L&D professionals possessed. We wanted to create a solution that could be used by anyone within an organisation, no training required.
We needed to democratise instructional design. To do this, we turned instructional design into a digital process. This started out in Microsoft Excel, where we listed all the elements of the instructional design process.
Once we had this down, we started to create Tribal Habits as it looks and feels today. The insights we gleaned through our documentation of the instructional design process powered our AI assistant Sage, who now walks all subject matter experts through training creation in Tribal Habits and ensures that what they build is as engaging and interactive as possible.
Sage is your instructional design angel. She allows anyone in your organisation to follow a simple step-by-step process to create amazing online learning.
On top of democratising instructional design, we quickly learnt that an online platform could enable us to establish interactive two-way learning and in doing so, catalyse the learning process.
Ready to approach learning in a new way?
If your organisation wants to tap into internal knowledge, take ownership of induction and compliance training, or promote values of collaboration, sharing and innovation, then partner with us on our journey to rethink organisational learning.