How are you different in the way that you work?

We believe that the best learning is linked to the client business. In view of this we do not run off-the-peg learning programmes, instead our learning designs are based on a set of core principles, which we add to from a rich base of methods and concepts.

How does this work in practice?

Our approach builds on real work challenges faced by learners, as well as the broader issues of their organisation. In view of this we work closely with HR and senior staff to incorporate up-to-the minute issues and critical business questions as part of our learning methods.

Case study: Our client was a fast-moving IT company. We were running a leadership programme for a group of young high performing leaders, which included a learning module on power, politics and presence. We asked the directors of the company to give us some critical political questions that the company was facing internally, for the group to discuss. Participants discovered for the first time what it felt like to be faced with these very real issues from a senior leader position.

What is the advantage of the psychological basis of your work?

A great deal of management and leadership is about people, performance and influence. In view of this, we believe that it makes sense for people in these roles to be equipped with good people skills and an understanding of the psychological aspects that underpin this.

Given that managers and leaders are the role models of the business, we consider the first step of learning to be self understanding, the next step is on motivating, challenging and developing staff, the third is the power and politics of relationships.

Case study: We were once asked to design and deliver an organisation-wide programme on giving and receiving feedback. Some people were so inspired by this, that we added a training programme, which enabled a small group of staff to co-facilitate the programme with us.

Do you include coaching in your services ?

Yes we do, as well as training in coaching skills.

We like to be clear exactly what purpose coaching will serve for a business. The reason for this is that coaching is a very broad term, offering many kinds of one-to-one learning, from performance coaching, professional development coaching, through to leadership and executive coaching.

Coaching training: I have been training managers and consultants in the art of coaching for a number of years, in the UK and Europe. This has included coaching on performance, relationships and professional development as well as supervised practice.

How do you resource bigger coaching contracts?

Our standards are high so it is important for us to resource our work through associates and partners who have similar skills and extensive experience. Through training people in these skills we are connected to a network of individual practitioners and consultancies where this expertise is available.