Science-based, development-focused

Research-Based

Built with content harvested from peer-reviewed academic journals & other validated research proving its efficacy

Personalized

Designed to identify the most important developmental priorities for each employee and update those priorities as the person grows

Habit-Focused

Anchored in science establishing that habits are the most efficient way to create lasting change, our platform employs multiple evidence-based habit formation techniques

Professional development that works

See how Zarvana compares to traditional development approaches

Manager-driven
  1.  

    Zarvana

    Manager-driven

    Zarvana

    Manager-driven

  2. Identify developmental priorities

    5-10 min diagnostic that compares employees’ behaviors to a library of research-backed behaviors and identifies personalized developmental priorities

    Managers give most feedback on tasks, rarely pulling up to synthesize developmental priorities. When they do, they are often influenced by recency bias, incomplete information, and their own preferences.

  3. Learn new skills & behaviors

    Employees select specific behaviors they want to master, not long-winded courses. Behaviors contain practical instruction that can be read in 1-2 mins.

    Only 26% of employees strongly agree that the feedback they receive helps them do better work. In most cases, managers expect their people to learn by doing, which is slow and prone to long bouts of trial and error.

  4. Translate learnings into ongoing action

    Behaviors are broken down into steps. The first step can be tried instantly, often in under 5 mins. Subsequent steps build progressively toward the ultimate behavior using evidence-based habit formation techniques (Tiny Habits, habit stacking, implementation intentions).

    74% of millennials feel in the dark about their performance, meaning they don’t get feedback and reminders regularly enough to drive ongoing improvement.

  5. Sustain progress through holistic development

    Employees’ burnout risk is assessed regularly, warning them before it’s a problem. Behavior library includes stress management and sustainability.

    70% of millennials feel burnt out at work sometimes, making it difficult for them to perform well and continue to develop. Most managers are either oblivious or part of the problem.

Online course libraries
  1.  

    Zarvana

    Online course libraries

    Zarvana

    Online course libraries

  2. Identify developmental priorities

    5-10 min diagnostic that compares employees’ behaviors to a library of research-backed behaviors and identifies personalized developmental priorities

    Employees are overwhelmed with hundreds, if not thousands, of courses with little guidance on where to start except for what is most popular currently.

  3. Learn new skills & behaviors

    Employees select specific behaviors they want to master, not long-winded courses. Behaviors contain practical instruction that can be read in 1-2 mins.

    Most courses last multiple hours. Information is often part relevant, part irrelevant and can be difficult to apply.

  4. Translate learnings into ongoing action

    Behaviors are broken down into steps. The first step can be tried instantly, often in under 5 mins. Subsequent steps build progressively toward the ultimate behavior using evidence-based habit formation techniques (Tiny Habits, habit stacking, implementation intentions).

    When most courses are done, so is engagement. Employees are left on their own to figure out how to apply and sustain behaviors.

  5. Sustain progress through holistic development

    Employees’ burnout risk is assessed regularly, warning them before it’s a problem. Behavior library includes stress management and sustainability.

    Employees generally don’t seek out the holistic content themselves until it’s too late.

Offsite trainings
  1.  

    Zarvana

    Offsite trainings

    Zarvana

    Offsite trainings

  2. Identify developmental priorities

    5-10 min diagnostic that compares employees’ behaviors to a library of research-backed behaviors and identifies personalized developmental priorities

    Agendas are usually pre-determined and not personalized. Offsites may or may not apply to individual employees.

  3. Learn new skills & behaviors

    Employees select specific behaviors they want to master, not long-winded courses. Behaviors contain practical instruction that can be read in 1-2 mins.

    Employees are inundated with loads of information all at once, making it difficult to identify specific behaviors and skills they should be learning.

  4. Translate learnings into ongoing action

    Behaviors are broken down into steps. The first step can be tried instantly, often in under 5 mins. Subsequent steps build progressively toward the ultimate behavior using evidence-based habit formation techniques (Tiny Habits, habit stacking, implementation intentions).

    Most of what is learned is forgotten within days. The rest remains difficult to apply when outside of the training context. There is generally no ongoing engagement.

  5. Sustain progress through holistic development

    Employees’ burnout risk is assessed regularly, warning them before it’s a problem. Behavior library includes stress management and sustainability.

    Employer-run trainings may hit on sustainability and self-care, but that content tends to limited. Offsites don’t offer support and diagnostic in the moment of need.

Employee-driven
  1.  

    Zarvana

    Employee-driven

    Zarvana

    Employee-driven

  2. Identify developmental priorities

    5-10 min diagnostic that compares employees’ behaviors to a library of research-backed behaviors and identifies personalized developmental priorities

    Without guidance, employees feel lost. Their approach tends to be scattershot, jumping from one topic to the next as their social media feed or manager feedback changes.

  3. Learn new skills & behaviors

    Employees select specific behaviors they want to master, not long-winded courses. Behaviors contain practical instruction that can be read in 1-2 mins.

    The information they consume may not be research-backed and may never get practical. There is no consistency across employees.

  4. Translate learnings into ongoing action

    Behaviors are broken down into steps. The first step can be tried instantly, often in under 5 mins. Subsequent steps build progressively toward the ultimate behavior using evidence-based habit formation techniques (Tiny Habits, habit stacking, implementation intentions).

    In this distracted age, employees tend to move on after reading something, thinking they got it because they read it. Few take the time to apply it and even fewer can stick with behaviors without external support.

  5. Sustain progress through holistic development

    Employees’ burnout risk is assessed regularly, warning them before it’s a problem. Behavior library includes stress management and sustainability.

    Employees often blame their employers or managers for challenges in these areas rather than looking for ways they can make this better.

Other ways we can help

While we've designed our online platform to be the most efficient and effective way to improve your people's performance, we know that sometimes people or groups benefit from other offerings.