Our Methodology:
The 4 A's of action learning —
turning books smarts into know-how.
Awareness
Accountability
Application
Action
Our mission is to design, develop and deliver training that inspires awareness, accountability, application and action — our Four A’s of action learning. This methodology closely mirrors the theory and logic of change management, which we leverage to help enable participants to cascade the training takeaways through their organizations.
To do so, we must first clearly articulate what each of these four steps mean. Having worked with the training stakeholders during the discovery phase to identify the pain points, root causes and business needs, we raise awareness with each participant as to the importance of addressing these challenges. Specifically, bringing attention to the fact that driving better individual performance will collectively result in better business performance by the organization.
After creating awareness regarding the challenges and business needs, we establish accountability from each training participant to motivate maximum training transfer. Specifically, ownership amongst the participants as to the personal responsibility required. We then illustrate that these organizational challenges can only be addressed effectively as the collective result of each participant changing or flexing their own personal behavior. This creates buy-in and desire to change.
Whether delivering our own original content, client-owned content or third-party licensed content, we then create opportunities for application. Specifically, moments and activities for the participants to practice applying knowledge and skills from the training in order to model the behavioral changes being instilled. By utilizing action learning projects and experiential learning methodologies, such as real plays, role plays, case studies and simulations, we create real-time feedback loops that turn the desired training objectives into actual output, skills and future habits.
To ensure adequate opportunities for this application, we adhere to a strict 30:70 TTT facilitation ratio (Trainer Talking Time). This also keeps our training sessions more interactive, thereby creating higher trainee engagement.
By reducing rote lecturing and investing more time in action and experiential learning, our training turns book smarts into business know-how and abilities. This anchors the learning transfer and equips the trainees with the motivation, knowledge, confidence and abilities to embrace personal change. Combined with the elements of change management incorporated into all of our training, the results yield post-training actions that foster, embed and reinforce organizational change — and increase your return on training investment.
Think Tank Training: Address real problems with real solutions.
Discussions > Lectures
Writing > Reading
Visuals > Text
Shorter > Longer
Various > Same
Team > Me
Moving > Sitting
Play > Toil
"There can be no learning without action, and no action without learning."
"You don't learn to walk by following rules. You learn to by doing ― and by falling over."
Our People:
RedBikeHRD Professionals.
Albrecht
Stahmer
Andrew
Abbey
Darby
Sanchez
Rebecca
Klasson
Stephen
Widlak
Our History:
How we got here.
By avoiding traditional rote, lecture-based learning styles and by employing action and experiential learning methodologies, we help develop next-generation leaders and employees within the cultures of their organizations. By improving people performance with this type of specificity, organizations can drive better business performance thereby creating a noticeably higher return on training investment (ROTI).
By employing trainers with real-world business experience along with extensive learning and development knowledge, our facilitation creates an engaging, stimulating environment. Combined with our 4 A's action learning methodology that drives training transfer of specific, practical outcomes, this dynamic training room presence is apparent -- whether in person or virtually.
In order to stay current and informed on human resources development and human performance improvement issues and trends, we are members of multiple trade groups and industry bodies, such as the Association for Talent Development (ATD), the International Association of Facilitators (IaF), the World Institute for Action Learning (WIAL), and The Case Centre. This enables us to maintain a culture of continuous improvement with regards to our approach and methodologies.
Our facilitators are also certified change management practitioners, either Prosci ADKAR, ATD CHANGE, or both. As such, we embed the logic of change management into the design of our training programs and utilize the language of change management in the delivery of them. This enables the training participants to more easily absorb the training takeaways and, more importantly, equips them to cascade these same takeaways through your organization after they leave the training room. Not only does this help seed organizational change and strengthen corporate culture, these participants act as force multipliers that make the training more scalable and impactful, thereby further increasing return on training investment.
Ultimately, in addition to designing, developing and delivering training customized to business needs, company values and corporate strategy, we set out to develop and deliver productive partnerships. We do so by focusing on our client needs as opposed to the comfort zone of our pre-existing training programs. We're more than just training -- we succeed only when our clients succeed.
Real-world business experience
Training room presence
Training transfer
Blended learning
Change management
Client-centricity
2017
February 2017
Founded in Singapore
March 2017
Facet 5 and TeamScape certified
September 2017
ATD CHANGE Model certified
2018
January 2018
TotalSDI certified
July 2018
Marshall Goldsmith Stakeholder-Centered Coaching certified
December 2018
ATD Master Instructional Designer certified
2019
February 2019
Prosci ADKAR Change Management Practitioner certified
May 2019
ATD Creating Leadership Development Programs certified
May 2019
First licensed Dave Novak Leadership partner in Asia
December 2019
The Kirkpatrick Model — Four Levels of Evaluation certified
December 2019
LegoⓇ Serious PlayⓇ certified
2023
September 2023
Headquarters moved to Bangkok
Sathorn Square Building, Silom
2025
February 2025
Satellite office opened in New York
Hudson Square, SoHo
June 2025
Satellite office opened in Tokyo
Akasaka Business Place, Akasaka-mitsuke
"I try to learn as much as I can because I know nothing compared to what I need to know."
Our Story:
RedBikeHRD
In a moment of self-reflection and self-awareness, Clay recognized the wisdom in Martin’s advice and began training furiously. Six years later he won an Olympic gold medal in boxing. Three years after that, at the age of just 21, he was the heavyweight boxing champion of the world. By the time he retired as a boxer in 1981, he had changed his name to Muhammad Ali and was considered The GOAT – the greatest of all time –, an honorific still bestowed upon him by boxing fans and historians to this day.
While Ali never got his stolen bike back, he gained a lifelong lesson. In his later years, Ali explained that this was his red bike moment — an experience that forever changed his life. Specifically, he came to realize a weakness (his inability to fight), took advice from a mentor (Officer Martin) and committed to training in order to improve himself (in his case, boxing), which led him to his purpose in life. He later applied this to his support of civil rights as he became acutely aware of the unequal treatment of African-Americans in U.S. society during the 1960s. He spoke out about it publicly, eventually leading him to be stripped of his boxing titles. Nonetheless, he persisted and this became another transformational point – or red bike moment — in his life. He leveraged his fame to protest this mistreatment to a global audience, thereby becoming a committed spokesperson for oppressed peoples across the world. By the 1980s, Muhammad Ali was the most recognized face in the world and beloved in all corners of the globe.
We’re fans of Muhammad Ali. And we recognize that learning and development follows a similar path as his, which is replicated in our Four A’s action learning methodology of awareness, accountability, application and action. Just as Ali pushed himself, we push our trainees through our process. As a symbol of our respect for Ali, we named our consultancy after his childhood experience that seeded his lifelong desire to improve himself and give back to society. For more information on Red Bike Moments®, please visit the Muhammad Ali Center website and support this worthy organization.
HRD is an initialism that stands for Human Resources Development, which refers to an organization’s plan to develop the knowledge, skills and abilities of its employees in order to enhance organizational efficiency and productivity. As such, our company name is made up of part inspiration (RedBike) and part industry practice (HRD).
And that’s why we’re RedBikeHRD.
Our Global
CSR Partners.
The Muhammad Ali Center
Louisville
WaterStep
Louisville
Knights in White Lycra
Tokyo
Churamura
Okinawa
Our DNA:
What we stand for.
Our Mission
Our Vision
Our Values
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Copyright by RedBikeHRD 2017-2025
Copyright by RedBikeHRD 2017-2024