People Development

We believe that people development is a business imperative to enable organisations to respond to the rapid, complex and continuous change required in today’s environment. Attracting, developing and retaining the best staff plays a key role in ensuring healthy results and prospects for any business.

We believe that people development focuses on both 'hard' and 'soft' skills to develop appropriate attitudes, knowledge, capabilities and behaviours. Events or activities need to provide individuals with practical tools and the confidence and competence to use them as soon as they get back to the workplace. To ensure that tangible results are delivered from development work, we identify ways in which individuals’ managers can provide support and follow-through so that action plans are linked to existing performance management systems and results are measured against business and individual targets.

Our approach is characterised by the following principles:

• Building self-awareness – individuals are encouraged to understand the impact of their actions and behaviours on others through the use of tools such as 360 feedback, psychometric instruments, real play, action learning sets, and observation-based feedback from facilitators, line managers and colleagues.
• Identifying and building on strengths – we use different frameworks, experiential activities and feedback to enable leaders to identify their particular strengths and understand how these can be maximised.
• Aligned to the business – we believe individuals need to understand the importance of their contribution and how their work links to the business plan and key deliverables in order to be most effective.
• Innovative and practical - it is important to ensure that the development approach is fresh, different and highly relevant to the issues faced. Often behavioural and attitudinal changes require innovative approaches to surface and address them. We employ a range of leading edge tools and techniques and create activities and exercises that are directly relevant to the client group.
• Unleashing potential – we foster an environment that enables individuals to take risks and experiment with new and different ways of working. We use techniques such as Forum Theatre where individuals work with actors to ‘see’ the impact of different approaches and receive feedback on their ‘live’ performance.
• Action Learning – by focusing on live business issues participants apply new techniques and tools in a highly participative and experiential way, receive feedback on their application and are then confident and eager to implement them back in the work place.
• Challenging inappropriate or ineffective attitudes and behaviours – our consultants provide a facilitation style that is challenging yet supportive. We believe it is important to identify what is preventing individuals and teams from achieving their potential, so we provide feedback in the ‘here and now’ and develop participants’ skills of self reflection and feedback exchange.

We aim to develop both individual and group capabilities, working closely with participants and sponsors to design and facilitate events that address the real issues of the business. Our trademark is the breadth of expertise and creativity we bring to make learning specific and memorable. We choose solutions with care and ensure programmes align with what already exists to build credibility and minimise disturbance to the business. In the process of managing their own learning we expect participants to be active contributors to their own and their colleagues’ growth. The skills we build to achieve this (feedback, support and challenge) are an added lasting benefit. We often supplement workshops and programmes with one-to-one coaching or action learning sets to help participants to think through the personal implications of their learning and to exchange support and challenge as they apply it.

Programmes

Case Studies

What Our Clients Say