Learn. Practise. Get Coached.Through real conversations.
Fizzylemon turns a capability into a Learning Journey built from the sessions people need to understand, apply and improve. Conversation drives the learning. Mastery, performance and coaching outcomes make progress visible.
Learning becomes active when people have to work with what they know.
Content can introduce an idea. Learning Out Loud makes the learner actively work with it through conversation: explaining what they understand, questioning it, applying it and reflecting on what happened.
Learn
Put understanding into words.
Question
Explore, challenge and clarify.
Apply
Use what you know in context.
Reflect
Look at what happened and what should improve next.
The conversation is the mechanism. Capability is the outcome.
Learning Session
The instructor introduces and explores the ideas with the learner, checks understanding and adapts the conversation based on the learner's responses.
Use our Learning Sessions when the learner needs to build knowledge & understanding before applying this capability. This replaces 90% of your current e-learning.
- Frameworks
- Principles
- Decision logic
- Approaches
- Product or process knowledge
Evidence of what the learner understands, where understanding is incomplete and which concepts need more work.
You talk toInstructor
Instructor“Before we apply the model, which version of this feedback is based on an observable behaviour?”
Which statement focuses on an observable behaviour?
Choose the statement that describes something another person could see or hear.
Mastery by learning objective
Mastery is based on evidence from the learner’s interactions during the Learning Session.
Practice Session
The Practice Partner responds to what the learner says and does, creating a realistic situation in which the learner has to apply the capability.
Use Practice Sessions when knowing is not enough and the learner needs to demonstrate behaviour in context.
- Giving feedback
- Handling objections
- Difficult conversations
- De-escalation
- Coaching conversations
- Discovery conversations
Evidence of what the learner actually did, measured against defined behavioural criteria and objectives.
You talk toPractice PartnerPractice Session · Feedback to a senior colleague
With the Practice Partner
You know the structure. Under pressure you skipped the question step and moved to the agreement early.
Performance indicators
Objectives achieved
Coaching Session
The Coaching Session uses evidence and memory from the Learning Journey to guide reflection, identify patterns and focus the learner on the next development step.
Every Learning Journey closes with a Coaching Session so the learner can connect understanding, application and improvement.
Concrete development outcomes, agreed priorities and the next interaction or focus.
You talk toCoachCoaching Session · Giving effective feedback
With the Coach · reads both reports
Live · Coach5:02“So the gap is not knowledge. It sits in the first thirty seconds of a real conversation.”
What the coach is reading from
Weakest objective: adapting to the response · 75%
Rapport 2/5 · Commitment 2/5 · skipped the open question
You understand the framework better than you currently use it. The gap is one step: asking before agreeing.
Coaching outcomes
1Open with one observed fact, not an interpretation
2Ask one open question before proposing anything
3Reflect the concern back before steering
4Close with a concrete, agreed commitment
Mix and match the sessions a capability needs.
Some capabilities need more learning. Others need more practice. Combine Learning and Practice Sessions in the mix that makes sense. Every Learning Journey closes with a Coaching Session.
Giving effective feedback
- Add a session
- Get coachedCoaching Session
The conversation doesn’t start from zero every time.
Memory connects what happens across sessions. Inside a Journey, it gives the Coaching Session the context to coach the learner. Across Journeys, it gives the Head Coach a broader view of development over time.
Coaching Session
The Coaching Session uses evidence and memory from that Learning Journey to help the learner reflect on the gap between understanding and application, agree clear coaching outcomes and identify the next interaction.
- UsesJourney evidence and memory
- FocusThe gap between understanding and application
- ResultCoaching Outcomes and next interaction
Pick a capability. We’ll show you the journey.
Tell us what your people need to be able to do. We’ll show you how Learn, Practise and Coach can come together in a Learning Journey built around that capability.