Sprezie works by turning tradition upside down.

For decades, when organizations wanted to know the effectiveness of training, coaching or other development programs, they used surveys, focus groups, and data mining.  These tools are expensive, and the results are often inconclusive.  Very few organizations devote resources to actual on-the-job follow up for trainees.  

Based on 15 years of research, Sprezie has learned to take the opposite approach by focusing on the individual after leaving the classroom.  The data is a natural by-product of supporting learner success.  Data collection becomes effortless.

The Sprezie Do Differently Model

Traditionally organizations center the evaluation questions on the training content. In our research, we have found it is much more effective to ask questions about what the trainee does after training. 

    Imagine an organization with a goal to improve their meetings. One team goes to a two-day meeting management course. About the same time, a member of another team happens to find a funny YouTube video that demonstrates how to hold better meetings. The team member shows the video to his team, and they decide to begin every meeting with a short clip from the video. 

    Fast forward three weeks -- perhaps the meetings of the team that went to training have not improved, and the meetings of the team that watched the video have improved. Would you send more people to training or distribute the video through out your company? Why?

    The answer is obvious because organizations invest in development to create change. 

    There are only three questions that need answers to determine long-term impact any development program.

    • What do trainees do differently as a result of training? 
    • How long do they do it? 
    • And if they do not do anything differently, why not?

    Sprezie effortlessly, and elegantly collects the data to answer all three questions over an extended period. 

    Here's how we do it

    Trainees set a goal for what they are going to do differently when they return to their job after a training program.  Sprezie helps them break the goal into the essential tasks needed to succeed.

    Ongoing Support for Change

    Sprezie uses short phone calls and texts to connect with participants and measure progress on a goal.  With each connection, Sprezie delivers a personal message from a mentor selected by the trainee.  Participants decide how often and when Sprezie should call or text.

    Social Support

    Trainees can identify anyone as a mentor - coworkers, family, trainers, managers, friends, etc..  For the mentors, providing support is as easy as leaving a voice message.  The mentor messages keep the Sprezie connects fresh and helps the trainee stay motivated.

    Periodically, Sprezie initiates short Social Snapshots.  Peers, coworkers, employees, and managers are asked to provide quick feedback and coaching on how the trainee is doing on his/her goals.

    Individual Accountability

    The trainee makes a few simple decisions, then Sprezie does everything else.  It’s coaching on auto-pilot. The trainee is always in control of the process but not burdened with making things happen. It's the ultimate in individual accountability. 

    Data-driven Behavior Change®

    The data from every Connect and Snapshot is analyzed in elegant, online reports.  Trainers and coaches can be alerted when motivation is waning.  Managers now have regular data to use for the basis of coaching conversations.

    Individuals succeed in turning learning into new habits.  Organizations have solid data on the long-term impact of any training program. 

    The entire process is scalable, automated and incredibly user-friendly for trainees, coaches, trainers, and organizations


    Put all these elements into an incredibly simple process and you have a micro-learning powerhouse.