Learning

How individuals, teams and organisations grow and adapt to changing needs

The economic environment and expectations of organisations and employees are constantly changing. New skills – technical, managerial and behavioural need to be learnt and applied in order to grow and succeed.

Learning enables the seizing of opportunities, reduces mistakes and accelerates progress. It can also motivate, inspire and help to retain employees.

We will undertake training needs analysis within specific areas of your business, or respond to your requirements by advising on the core elements to include within induction, training or management development, or by designing and facilitating any of these elements. All of this will be tailored to your organisation; be grounded in best practice, mirroring the different ways people learn with blended solutions, creative and pragmatic. Where appropriate we will introduce you to leading business schools or third parties.

Induction

The whole process during which a new employee adjusts to their role, team and organisation.

This is the first chance to truly engage a new hire, imbue them with organisational vision and values, provide them with key knowledge to accelerate their impact in the new role.

We will recommend key components of effective induction; content, duration, the involvement of existing employees and senior leaders. We will work with you to coach on the design. The components of an effective induction will depend on the type of industry; experiencing research & development, speaking to customers, meeting with suppliers, visiting different sites etc. Something which is time-efficient, enjoyable and a meaningful learning experience.

Training Needs Analysis

Effective learning is an essential component of business strategy. In order to target, prioritise, plan and evaluate training, a need analysis of essential skills, knowledge and behaviours should be undertaken.

A robust TNA will enable a rigorous approach to allocating resources (money, time and target audience) involved in learning activity. It will also help to demonstrate return on investment of any training delivered.

Depending upon your company culture we can use a formal process or informal approach to understand and assess the learning needs of particular areas within the business, or across the company as a whole. We will partner with you to recommend the most valuable, and least disruptive, approach. We will be clear at the outset how we will categorise the analysis, so that the results can lead to meaningful actions and clear development plans. We will take a rounded approach to learning needs; not simply technical training requirements but the competencies and behavioural expectations required to meet performance targets.

Core Skills Training

Training in the essential skills required by your employees to perform their roles.

To ensure that your employees have the skills to meet business targets, whilst keeping them engaged and motivated.

Having designed and delivered wide ranging core skills training across different functions in the energy, retail and financial services sector we will use our expertise, and ongoing research, to design material which is engaging, interactive and tailored to your requirements. We will also produce guidelines for facilitators/trainers to use in delivering the courses.

Management Development

A combination of formal and informal methods to enhance the skills, knowledge and behaviour of managers; improving their ability to manage themselves and their teams, benefitting the performance of the business.

Effective line management is a key factor in achieving business success. All managers need self-awareness and an understanding of how to get the best out of others to deliver strong performance.

Building on our years of expertise in designing and delivering management development we will create a suite of learning options, referencing the most up to date thinking on great management. We will understand the needs of your managers; whether they be managing teams for the first time, at middle or senior management level (management essentials). We can also focus on the areas where you have the biggest gap or opportunities; e.g. having honest conversations, managing virtual teams etc.

Creating High Performing Teams

Using learning about working styles, personal preferences, individual strengths and alignment to team objectives, vision and values to unlock natural energy within teams, leading to better relationships, collaboration and healthy challenge.

When the energy of individuals can be harnessed to achieve more, collectively, and in pursuit of the same goals, to the benefit of the organisation. It is also motivating for individuals to be part of a team where their role matters, they support and challenge each other, and they grow and achieve together.

We will undertake some team diagnostics to see where to focus. It may be that they have different views about their purpose, or there is a misalignment of values. The solution could be to create a better understanding of one another’s perspectives through enhanced relationships. We help at different stages in the life cycle; newly formed teams, teams going through change and renewal, disbanding teams. We have different techniques and approaches for all, and where appropriate apply psychometric tools to provide objective data.

We help teams to re-design the way they are structured, to determine the best communication process amongst members (especially in virtual and cross-cultural teams where there is much to learn about different working styles), and to help them visualise what high performance looks like. Working with teams to establish common motivation, focus, engagement and tangible outputs are the hallmarks of our style.