Each of the 30 skill development courses has a cluster of four related human-centric skills which directly impact on the performance of the skills in that particular cluster.
These structures provide the learner or the talent development leader, for example, with the means to identify specific human-centric skills that can assist in incremental performance improvement, where a skill development need within a specific cluster, has been identified.
For example, if there is a need to improve self efficiency and time management is proving to be an issue, then reference to the skill cluster will show that priority management, delegation management, objective setting and personal organisation, may well require attention, too.
The diagram opposite illustrates the design of the learning process in the Skillogy PERFORM™ Human-Centric Ability Model™ and the associated Leader-Manager Development Framework™. The design is based on references to the work of Bloom and the subsequent changes to his Learning Taxonomy, carried out in 2001 by Anderson & Krathwohl, as well as the research carried out by David Kolb, in creating the Experiential Learning Cycle.