inHEALTH is committed to cultivating skilled professionals who can efficiently manage injury claims. We know first-hand that injury claims require a technical knowledgebase and practical skillset that takes time to develop. Today, the knowledge and skill gap is growing as experience leaves the P&C industry faster than it can be replaced. At the same time, claims continue to become more complex and costly, challenging the timeline to foster talent to address these complexities. inHEALTH develops skilled technicians in an accelerated timeline.
inHEALTH training is uniquely situated to fill these knowledge and skill gaps through mentoring, practical skill-building, and technical knowledge-transfer for the entire AB/BI landscape.
We can also engage with internal L&D programs to enhance and accelerate injury claim training. Please contact email@example.com to explore how we can meet your custom training needs.
What makes inHEALTH training different?
The benefits of experience, faster
inHEALTH’s highly specialized curriculum complements best practice protocol by providing participants with the technical knowledge and skills they need to adapt to any situation. Our core curriculum focuses on technical AB and BI knowledge, legislation, and leading case law with expert analysis and interpretation. Our advanced skill-building workshops teach strategic risk analysis, critical thinking, and proactive claim management strategies. The full inHEALTH training experience – from core knowledge to advanced skill building – develops the benefits of experience in an accelerated timeline.
|Core Course||Advanced Skill-Building|
|Bodily Injury Fundamentals||Bodily Injury Skill Building*|
|SABS 1 School
SABS 2 School
|Medical Management Skill Building|
|Pre-Litigation Claim Assessment and Negotiation Workshop*
Post-Litigation Claim Assessment and Negotiation Workshop*
*Course not available in the fall term
Our collaborative training model:
4 working styles, 4 training opportunities, 4 learning stages
inHEALTH’s collaborative training model optimizes participant retention by re-creating a collaborative and engaging work environment in the classroom.1
4 Working Styles
- Activist – good at practical applications of ideas, problem solving
- Reflector – good at innovation, seeing different perspectives
- Theorist – good at creating models through conceptualization and observation
- Pragmatist – good at active experimentation, getting things done
The best technician is able to use each style where and when the situation demands. Our training teaches participants to know when to step back and look at different perspectives, when to problem solve, and when to just get things done.
4 Training Opportunities
- Self-Study – Review the material before and after each class. Receive training guide, workbook, and/or manual for continuing study.
- Peer-Peer – Learn from peers’ questions and comments and collaborate to solve test scenarios.
- Mentor-Mentee – Experienced facilitator acts as industry mentor. Select workshops also feature industry experts to further enrich knowledge-transfer.
- Post-Training Engagements – Training participants build a lasting relationship with inHEALTH. Post-training, inHEALTH can help ease the transition of skills back to the workplace. In addition, our experts provide file reviews, settlement consulting, and other services. Contact Usto learn more
4 Learning Stages
- Concrete experience (feeling)
- Reflective observation (watching)
- Abstract conceptualization (thinking)
- Active experimentation (doing)
Training moves the participant through the 4 Learning Stages to enhance retention. In the inHEALTH classroom participants share their past difficulties, observe how an experienced expert would act, learn technical theory and up-to-date case law, work through case-studies, and present their findings to the class.
Scenario-based testing; Quantifiable results
Our innovative, scenario-based testing model enhances learner retention and provides quantifiable progress results. We test using case studies and practice scenarios measuring against actual outcome (of case law, where possible). Guaranteeing that participants know how to apply the knowledge and skills they develop in training back to their work environment.
1 This model was developed partly from Kolb’s Experiential Learning Theory and Honey and Mumford’s adaptations