LADEGAARD is a global supplier of training and development tools with Blended Learning as the method. LADEGAARD has been making a difference to business through staff and management training and development for many years.

LADEGAARD devises company-specific, individual and dedicated development programmes, ranging from very short courses to extended Blended Learning processes.

The programmes cover areas such as management organisation, organisational development, team building, coaching, marketing and sales training.

The results speak for themselves. LADEGAARD supplies development and training solutions to some of the biggest companies and organisations.

One way LADEGAARD does this is by using instructors who have successfully practiced what they preach. None of our instructors are pure theoreticians who have to use other people as examples and references. That kind of instructor lacks credibility.

A large number of Danish companies use LADEGAARD as a ‘sparring partner’ for staff development. To produce first-class results training must be based on the company’s:

It is best to wash a flight of steps from the top down, so co-operation with LADEGAARD typically looks like this:

Definition of training goals

A. Ladegaard System

Develop your business within sales, leadership and service with Blended Learning.
The LADEGAARD System is the leading Blended Learning training method within sales, leadership and service training and is proven to be the most efficient learning method by the United States Department of Education – read the press release here or the entire paper here.
Now companies around the world can benefit from the many advantages, Blended Learning with The LADEGAARD System has to offer.

Your benefits with Blended Learning from The LADEGAARD System:

The LADEGAARD System is a combination of:

A Blended Learning process was prepared where the sales consultant and service consultant trained according to the most effective methods.

E-learning is sometimes presented as an alternative to traditional courses. ISS has chosen to invest in a combination. The first part of the academy is a traditional two day classroom course as well as an introduction to e-learning. Then the managers work on their own via e-learning.

The combination of the two learning methods is important. E-learning must not stand alone. E-learning should be used a continuation in order to maintain focus long after the course. The employees at ISS have adopted the method with great enthusiasm because their new tools mean that they themselves can take responsibility for their own development.

Working with different learning methods in Blended Learning makes it possible to create personalized and dynamic learning on the Internet compared to training by cd-rom or something similar. At the same time the management in ISS is able to supervise the training. That means focus and significant results.

"Financially the investment has already been repaid manifold via additional sales. Moreover the entire level of knowledge about the business is growing in our organization. We have now established a motorway where the sales academy is the first by-way. We now have the structure and if we make the right by-ways with new courses, we suddenly have completely new ways of educating large groups of our employees with Blended Learning,"says Carsten Dahl, who is head of the training division in ISS Denmark.

There is no doubt that Blended Learning is the way to go for many companies. The combination of the different tools makes it flexible to use, while at the same time you as a manager have really good ways to follow up on the training your team is doing.

The training was a great success, and the increase in sales could be measured. An extra bonus was that the phone salespeople continued to train online even though the actual training process with LADEGAARD A/S had come to an end.
As a long term effect, online sales training has become an everyday tool for the phone salespeople at Carlsberg.

By "blending" the courses with e-learning Expert will get a real opportunity to make use of the many possibilities the new technology provides. In practice this means that tests, lessons and a great deal of the case training can be done as e-learning "at home". The participants then bring the results with them to the classroom training where they form the background of dialogue and training.

This means that time is spent in the best way possible in the class room. Time is spent on direct training and sparring with the trainer – not on preparation and lectures. After the course all the results are gathered up for the further training by e-learning.

With the web platform Expert automatically gains access to a customized Learning Manager where Expert can supervise all employees: Who is training, how far have they got, and most importantly how are they doing?

These questions are relevant to answer when it is a question of where there is a need for further training. Perhaps some employees are good at product knowledge, while others have a hard time dealing with the customers’ objections.

With the Learning Manager Expert will get the best possible tool to ensure that learning becomes an integral part of daily life for each individual employee – and to follow up on the results.

"Our success as a chain is inseparably bound up with the performance of our employees in their daily contact with our customers. We are pleased that we are using the most up to date methods in our training – and that the content is spot-on", says John Birkmose-Andersen, who is CEO of Expert in Denmark.