Starting with the company strategy, values and behaviours, we gain an understanding around why the business  exists, what it’s trying to achieve and how it wants to achieve it.  

Identify business goals


Ask what business change do you want to create.

Measurable business goals define relevant learning, identify appropriate content, show how activity supports the business and evaluates return on investment.

Identify what people need to do


People do things, they perform tasks, duties or functions which keep a business running and move it forward.

Our learning provides people with opportunities to develop their skills and behaviour with a focus on what they do. 

Identify information people must have


People do need to know things about what they sell or the services their company provides so:


  • What do they know now?
  • What do they need to know?
  • Is there any complimentary knowledge which would help?
  • How is the information to be applied?

Gap and Risk analysis


Record the sense of where people are now compared to where they need to be.

Define the consequences to the business if the gaps are not closed!


Many people recognize that each person prefers different learning styles  and techniques. Learning styles group common ways that people learn. Everyone has a mix of learning styles.


What you see is not exactly what your brain gets. You see through a lens. So learners may be seeing something different from what you want them to see. Their background, knowledge, familiarity with the subject, and expectations serve as lenses that filter what they see.

The good news is, you can also influence people to see things in a certain way, depending on how they are presented. 

People learn more effectively if they are active rather than passive during the learning process. Truth is learners don't absorb knowledge like a sponge absorbs water. Learning professionals can't assume that people remember content just because they took a course once.


Keeping learners in an active mode is crucial. By actively participating, learners are able to experience for themselves the process of learning. They are able to use relevant information and theories to solve a problem—or learn by doing. They are able to react and respond appropriately to information and thus process it actively. 


Above all, there must be a point to development through learning, a reason for doing it and something to be gained for the learner and the business they work in. 

Oh, and by the way, our trainers don't just read PowerPoint slides to their audience - they engage with activities because we know people learn by doing things.

What's your learning style?

We offer new ways to learn

and how to apply what you learn

in your job role

Managed Learning Services Options

Fully Outsourced end-to-end service

We partner with you for part or all the operational functions required to deploy your learning & development programme.

  • benefit from a large scale strategic learning partner
  • provision of arguably the best facilitators in their areas of expertise
  • ongoing analytics
  • continuing improvement model

Single Learning Programmes

If you need specific ad-hoc programmes, we offer tailored solutions for a single or specific learning initiative.

  •  All the benefits of our fully outsourced end-to-end service
  •  Deploy to suit you
  •  Scalable extension of your learning function when you need it most