Training Approach

“Learning occurs best when new information is is incorporated gradually into the memory store rather than when it is jammed in all at once. So why don’t we use such models in our classrooms and boardrooms? Partly it’s because educators and business people don’t regularly read the Journal of Neuroscience.” John Medina, Brain Rules. Our modular design approach means that it is possible to tailor workshops to meet your specific requirements:

  • duration – from a half-day workshop through to a multi-day programme
  • content – combining your content with our material
  • approach – conventional training through to user-created online learning

Our approach is learner-centric. Workshops are participatory and involving and the emphasis is always on the practical application of skills and knowledge. A workshop will normally involve a mix of: group discussion, case studies, video, what-if scenarios, the application of models and tools, presentations. Throughout the programmes, learning is linked back to the participants’ own situation and how they can apply their learning. We have developed several tools to help participants to translate learning into effective action. Tools that:

  • can continue to be used beyond the programme
  • become an integral part of the way your colleagues approach their roles
  • provide perspective and prompt the right questions to be asked
  • identify the key performance drivers
  • prompt proactive action
  • identify barriers and obstacles
  • assist in communicating ideas and plans to others
  • allow others to contribute
  • plus …

Our personal experience has been that the greatest benefits are derived from a blended learning approach and the diagram below illustrates a typical 3-phase programme, incorporating class-based and virtual learning with coaching.




It’s not that simple …

Even simple decisions, such as delaying a customer order, can have repercussions in many areas. Having delivered both hard (strategy, marketing and finance) and soft (leadership, change, personal effectiveness etc) skills programmes for over 20 years, working with start-ups through to major corporations, we can help your colleagues to make better decisions by taking a more holistic view.

“We kept hearing again and again, ideas that are partly right at times, but are flawed and misleading often enough to get organisations into serious trouble.”



“In spite of our desire for simple steps, the reality of management is much more uncertain than we would often like to admit. There’s simply no formula that can guarantee success.”


Other training organisations may offer a broad range of services but individual facilitators tend to specialize in either soft or hard skills, thus narrowing the range of the insights that they can bring, discover and develop during workshops. Few soft skills trainers are able to talk knowledgeably about return on investment and shareholder value, whilst a financial trainer is unlikely to be aware of the impact of employee satisfaction on customer loyalty.

I am not for one moment suggesting that we have the answer – there is no such thing. However, I do believe that we can help managers to gain new perspectives and ask the right questions – and provide them with the tools to help them move towards the right decisions.

“Thinking is very hard work. And management fashions are a wonderful substitute for thinking.”
Peter Drucker