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We do not run open programmes and all of our learning activities are tailored to our clients needs – ensuring we meet your own specific aims. Whatever the subject we will seek to design and deliver to your needs, engage key stakeholders, and facilitate a sustainable learning process that goes beyond our involvement with you.

Whatever the subject people will take away:-

• Heightened self awareness about their current skill levels
• Increased confidence and competence in the relevant skill area
• A plan for continuous development using internal and easily accessible resources (often the expertise of others around them)

When we design a programme we will be specific about the review process which will be structured around the 4 key stages of evaluation – Reaction; Learning; Behaviour and Business Results.

Our skills development programmes focus on interpersonal skills, personal effectiveness and people management processes. The following are recent examples:-

• Behavioural Skills
• Presentations Skills
• Assertiveness Training
• Time Management
• Appraisal Training
• Train the Trainer (Appraisal skills)
• Effective Industrial Relations
• Interviewing Skills

“One of the best courses I have been on.”
“Well presented course.”
“Good pace, ideas put into practice and felt relaxed in the environment.”
“A very good course which I will strongly recommend to my colleagues.”
“Good fun and good learning.”

Delegate ratings = sample size 90 delegates

Excellent 62% Good 38% Average 0% Poor 0%

The drivers for each programme vary, and our work often enables individual growth for the delegates, team growth for those the delegates manage and organisational growth in a climate of change.

A loose framework that we apply is as illustrated in the diagram to the right:

The modules are then tailored to your businesses requirements, and if necessary elective modules can be added to support further learning.

As mentioned above, we will be specific about the review process which will be structured around the 4 key stages of evaluation – Reaction; Learning; Behaviour and Business Results. In our proposal and detailed design work we will identify the outputs from each module that we will then measure progress against.

We designed and developed a programme to support an exciting phase of growth for our client in the performance car sector. Modules were structured around their key drivers and we ensured we used various environments to stimulate learning.

“Changed mindset (not just concentrating on task but supporting individuals)”
“Good opportunity for reflection”
“Welcomed the training, liked the structure, logical and bite size was helpful including the Foundation module”

The context for our work in this area will vary greatly for different clients. However, the bedrock is in facilitating highly effective working relationships between employee and Company representatives and I developing processes of meaningful consultation.

Recent activities in this area include:-

• A facilitated session to improve the effectiveness of a Company TU and Management Consultative Forum
• Bespoke Industrial Relations Skills Training
• Consultation Skills for Employee Representatives
• Independent support in Discipline and Grievance situations

Improved working relationships often lead to a reduction in some of the following:-

• Formal grievances
• Failure to Agree
• Tribunal Applications

We were asked to review how a consultative forum could become more effective. By spending time in each others Company, both the Trade Union and Management Representatives understood much more about how problems are viewed from the two different perspectives and were supportive of the challenges each other faced in taking forward proposals. This made a real difference in how they ran their future meetings and to the level of commitment to subsequent agreements.

From a Senior Trade Union Rep “The committee would like to thank you for the excellent work you have put into improving further industrial relations between Management and Union.”