Stage 1 : Needs Analysis

We can start to determine the type of intervention that will provide the best return on investment for you.

One of our experienced account managers will spend time with you in an initial consultation, questioning and listening to seek to understand the requirements of the situation.

They will then provide a written proposal detailing that understanding together with draft recommendations.

Recommendations can range from some tailoring to be incorporated into an existing public course, or a complete bespoke programme designed from scratch.

Stage 2 : Development Phase

A truly collaborative approach starts here.

Where appropriate we undertake further consultation to really begin to understand the culture and dynamics of your organisation. This may involve one to one interviews, work style observation, questionnaires or profiling tools - or a selection of these methods.

Organisational "buy-in" is a key consideration at this stage; the person or team who has identified the development may not be the person or team who will receive the development directly and effective communication at this stage is often key to the project.

Stage 3 : Design Phase

Using the findings of the analysis we design a development solution (or a series of solutions) and learning & development consultant(s) are recommended for the intervention or programme.

We are particularly keen for the best fit of learning & development consultant with your organisation and often there is an opportunity to see the consultant "in action" to get a feel for their style and approach.

Interventions may include classroom-based courses, action learning sets, coaching, facilitation, workshops, 360degree feedback systems, psychometric testing, outdoor activities or forum theatre.

Larger programmes often have a launch event to really embed the buy-in.

Stage 4 : Delivery Stage

Programme delivery - based on the approved proposal and delivered at the time and place that suits you best

Depending on the size and length of the programme, there may be an initial first phase "pilot" followed by an evaluation prior to the full rollout programme.

Continuous improvement is essential to the evolving outcomes of the learning & development intervention and this is often a honing phase for longer programmes.

Stage 5 : Evaluation Stage

This is often an underrated phase of the journey and one where the partnership between our respective companies becomes a vital part of the process.

Using the Kirkpatrick Evaluation Model we will work with you on some or all of the evaluation levels to ensure that the learning is truly transferred and monitored within the organisation.

How learning is received, monitored, measured and understood back in the workplace has a proven, direct impact on the retention of knowledge, skills and behavioural development.

Stage 6 : Revisit Stage 1

Often, following the implementation of a specific learning objective or development programme, additional issues and needs become apparent, not least of which can be the need to drive the momentum of change within the business.

We will have developed key relationships and a deep understanding of your organisational culture and can work collaboratively with you to meet your on-going development needs.