INDUSTRY ·APPRENTICESHIP

Increase production and human capital together.

We enable senior technicians to build mentorship systems that accelerate apprentice development, without disrupting production.

Let's connect How it works

"It's been nonstop learning here - there are at least five mentors I learn from daily as I tear down and rebuild blowers and motors."

— PORTER, APPRENTICE AT HORNER INDUSTRIAL

Is this a good fit

This is likely a good fit if your organization…

Needs a production friendly training model

New training programs are often extremely disruptive to production. You need a training approach that protects and increases production, not harms it.

Has variation in customer work

Constant variation is the norm, not the exception. Customer cases change frequently so a fixed curriculum structure does not match the realities of the work.

Requires front-line judgement

Critical thinking and real-time decisions happen at the point of work, in the hands of expert technicians — not in a manual. That judgment is the competitive edge that needs developed.

Common failures

Common failures — and how we address them.

Click a problem to see the components of our program built to address it.

Our solution

Custom Approach

Unlike conventional off-the-shelf approaches that depend on "best practices" being repeatable within the variables of your environment, we understand the deeper principles behind organizational learning and help your organization design the conditions required for a custom solution.

Answering: "Off-the-shelf training programs don't work for our environment."

Our Program

Designed to empower apprentice learning and mentor ownership.

Intangled Learning's Apprenticeship approach frames apprentices as researchers in the practices of your organization, and mentors as peer reviewers of their research.

Apprentice

COMMON AREAS OF COMPETENCE

Electrical

Mechanical

Machining

Safety

Automation

Diagnostics

Materials

Welding

Quality

Select a coursework or practice card above to see what it includes.

Want to see how an apprentice researches organizational practice and competencies? Check out the Practice Research Lab.

View the Practice Research Lab

How it works

The phases of building your apprenticeship community

In Year 1, together we build the foundations and structure for your Apprenticeship Community.

Phase 1

Align on Learning Concept

Align senior technicians and leadership around a shared concept of learning: that learning in practice is a complex social activity, not a mechanical process of better curriculum and instruction.

Phase 2

Analyze Access to Learning

Test the shared concept by giving two initial mentors the agency to engage with two initial apprentices in the natural flow of the work. Narratives from work are generated, demonstrating if/how newcomers gain access to authentic learning opportunities.

Phase 3

Form the Mentor Council

Bring together 3-5 initial senior technicians and the operations manager to form a Practice Ownership Group — the “Mentor Council”. The council negotiates its own shared understanding of what learning in practice looks like, with Intangled facilitating and letting the outcome emerge from the group's interaction.

Phase 4

Launch Apprentice Cohort

Launch apprentices into the structure that emerged through the council's negotiations. Ex: a pre-apprenticeship pathway followed by an initial apprenticeship cycle through the organization's major technical divisions, and a 90-day competency review cycle.

Beyond Year 1

Grow the Learning Transformation

Continue refining and maturing the pathway for apprentices, growing learning opportunities with the mentor council, expand single site program into multi-site network of practice, and use the data captured throughout the apprenticeship to provide strategic insights for leadership decision making.

Who we are

Entrepreneurs who believe in shared practice.

Co-Founder, CEO

Dr. Kevin Berkopes

An educator and entrepreneur responsible for the vision behind Intangled Learning. Grounded in both mathematics and education research, he focuses on developing the science behind how expertise is developed in shared practice with others.

Co-Founder, President

Andrew Salmon

An entrepreneur with industry expertise to the challenge of learning in practice. His focus lies in developing our framework for apprenticeship so that it bridges between theory and implementation to ensure the programs maximize learning opportunities.

Case Study

See our work

How Horner Industrial turned production into a learning environment.

Horner Industrial

Turning experience-based knowledge into a structured apprenticeship community.

Read the case study

Next steps

Our 3-step advisory process to ensure a good fit.

Step 1

Vision Meeting

Complete the form below and we'll discuss your vision for your organization.

Let's connect

Step 2

Insight Meeting

With a shared vision in place, we discuss how we would build this future of your workforce together. This usually includes additional stakeholders that will be key to enacting this transformation.

Step 3

Business Case

With a shared vision and concrete ideas for how we would build this future, we craft the business case together for your organization for making this transformation. This is a key driver for enacting and sustaining the transformation.

LET'S CONNECT

Tell us about your vision.

Share some context behind your vision. Following submission, there will be a link to book a meeting directly with us.