| Our Services |
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| Our preferred way of working is to discuss our clients’ needs with them and then propose an effective solution that may include a combination of approaches such as training, coaching, organisation development, meetings, discussions. questionnaires, restructuring or e-learning. |
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| Group training and facilitation |
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| We design and lead training programmes at all levels in: |
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- leadership, motivation, team building, change management
- interpersonal skills, counselling and assertiveness
- problem-solving, creative thinking, strategic and project management
- training, coaching and mentoring skills
- communication, facilitation, presentation, interviewing, influencing and negotiation skills
- recruitment and interviewing
- sales, customer service and call centre skills
- environmental awareness and total quality management
- finance for non-financial managers
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We have a track record of achieving results for our clients. Everything we do is tailored to our clients’ needs – we take nothing off the shelf. Our approach is characterised by its results-focus and its lively, dynamic style.
Programmes are conducted at your organisation or a venue of your choice. The length of a training programme will depend on our client’s needs and may range from a short training “bite” to a programme of several days.
High quality learning materials are provided and we cater for a wide range of learning styles. We are used to working with people from a wide range of abilities and ethnic backgrounds.
We provide course evaluation forms at the end of each intervention and also longer-term evaluations to assess training effectiveness. We provide appropriate follow-up to ensure lasting results. |
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| Team development programmes |
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| We design and lead a wide range of tailored team development programmes in the UK and abroad which offer a variety of levels of challenge. In addition, we organise innovative team building programmes featuring African drumming, juggling and drama. |
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| Coaching and mentoring |
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| Coaching is an increasingly popular tool for supporting professional and personal development. While at one time coaching was reserved for senior managers and company directors, our clients ask us more and more to coach people at all levels of their organisation. Almost eight out of ten respondents in CIPD’s (Chartered Institute of Personnel Development) Learning and Development Survey 2006 reported that they now use coaching in their organisations. Of these four fifths say that their organisation is seeking to develop a coaching culture. |
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Coaching is about developing a person’s skills and knowledge so that their job performance improves, hopefully leading to the achievement of organisational objectives. It targets high performance and improvement at work, although it may also have an impact on an individual’s private life. It focuses on specific skills and goals.
Coaching is essentially a non-directive form of development. |
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- It focuses on improving performance and developing individuals’ skills.
- Personal issues may be discussed but the emphasis is on performance at work.
- Coaching activities have both organisational and individual goals.
- It assumes that the individual is psychologically well and does not require a clinical intervention.
- It provides people with feedback on both their strengths and their weaknesses.
- It is a skilled activity.
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| Some examples of situations where coaching is a suitable development tool include: |
- helping competent technical experts develop better interpersonal or managerial skills
- developing an individual’s potential and providing career support
- developing a more strategic perspective after a promotion to a more senior role
- handling conflict situations so that they are resolved effectively.
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Coaching programmes generally prove to be popular amongst employees as coaching achieves a balance between fulfilling organisational goals and objectives whilst taking into account the personal development needs of individual employees. Both the organisation and the employee gain significant benefits.
Click here for details of our Performance Coaching Series |
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| Mentoring |
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| Mentoring is usually about a senior, more experienced person working in a long-term relationship with a junior colleague. For senior managers, however, it can be useful to hire an outside mentor, especially when they have experience of the type of challenges that the senior managers are facing. Matching the right mentor to the “mentee” is of key importance. We can assist in setting up effective mentoring schemes using internal or external mentors. |
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| Organisation development |
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| Often we find that as a natural consequence of our interventions and our close relationship with our clients, we become a change agent, being able to use a variety of processes to help them move forward, deal with change and build a new effective organisation culture. |
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| Diagnostics and personality assessments |
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| We are skilled in using a wide range of diagnostic personality assessment tools including MBTI and Firo-B. |
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| Training needs analysis |
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| We are experienced in helping our clients identify and prioritise their organisational, team and individual training needs. |
We can:
- identify gaps between current and desired performance levels
- formulate learning objectives and outcomes
- recommend evaluation methods
- identify learning preferences, and
- recommend solutions
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| Design of integrated competency and training frameworks |
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| We are experienced in designing competency frameworks for our clients and relating all training and development into them on a structured basis. We can advise on using competency frameworks as the basis of a performance management system. |
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| Design and development of learning packages |
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| We have developed a range of highly effective learning packages for our clients that they use internally. |
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| E-learning design |
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| Through our e-learning partners, we are able to develop a range of blended learning solutions which incorporate e-learning, face-to-face training, coaching and other learning packages. |
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