Knowledge. Skills. Experience.
We create bespoke, engaging and impactful development experiences for employees at all levels.
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Our team has created bespoke development programmes for graduates, managers and aspiring organisational leaders, created objective development centres to identify strengths and development needs and facilitated workshops to develop teams.

But we also know that different organisations have different requirements, which is why we don’t have ready-made, off-the-shelf solutions.

Instead, we adopt a personalised approach, to develop a solution which reflects your specific needs, with an emphasis on giving your employees skills and knowledge which they can put into practice immediately, taking account of their role, their skills and their personality.

Structured development programmes

When it comes to development programmes, we don’t do ‘off the shelf’. We design programmes for clients on a case-by-case basis, ensuring alignment with strategic goals, organisational culture and the development needs of the managers or leaders taking part.

Without considering these factors, development programmes won’t have the intended impact and simply don’t represent a good investment.

We work with you closely to understand what you are hoping to achieve, identify desired outcomes and who will be taking part in the programme. We assess delegates to get a clear understanding of their strengths and development needs and then design the contents of a modular development programme.

Our programmes typically run between 6 and 18 months and frequently include one-to-one coaching. We can also use 360-degree feedback as a way of tracking and quantifying behaviour change, which helps our clients assess the positive impact of the programme.

Each of these is specifically tailored for the delegate group in question. Creation of bespoke development programmes is preceded by a thorough needs analysis, so we can offer content that is right for you and your delegates.

We have developed programmes for newly-hired graduates, newly-appointed managers, experienced managers and leadership teams.

Themes we have previously included in our programmes include:

Strategic Thinking

Commercial awareness

Developing resilience

Negotiating and influencing

Delegation skills

Managing emotions at work

Stakeholder management

Personal productivity

Team Development

The phrase ‘team development’ can bring back unpleasant memories of uncomfortable ‘trust-building’ exercises, over-sharing of personal information and inappropriately-chosen outdoor pursuits.

We take a very different approach.

We design and run workshops to improve team awareness, cohesion and performance.

When we work with a team, we have the following goals in mind:

  • Building individual and collective self-awareness
  • Building interpersonal trust and collective psychological safety
  • Identifying what works and what needs to change
  • Getting commitment for action and setting out next steps

Regardless of the topic at hand, it’s key that team members feel they’re working with someone professional and experienced and you can be sure that our facilitators have years of experience working with teams across industries and continents.

Our workshops don’t involve running building rafts or running around muddy fields – although that can be fun! Instead we design workshops that focus on working style, interpersonal support and learning more about each other. They are definitely fun, and nobody gets wet!

Common scenarios where we work with teams:

Bringing together the members of a newly-formed team

Preparing a team for organisational change

Gathering a team together after restructure and change

Building trust and psychological safety

Support in dealing with pressure and workload

Improving team efficiency and productivity

Development Centres

A development centre is a way of using robust and objective assessment methods to highlight the strengths and development needs of a group of employees.

The outputs from these assessments are then used to inform the development pathways of the employees, perhaps informing the design of a structured development programme.

Development centres tend to last between half a day and a day, and involve a selection of different assessment approaches (e.g. interviews, group exercises, psychometric assessment, etc.)

You may use a development centre approach before investing in coaching or training, to ensure you’re targeting the correct issues. Alternatively, you may use a development centre to decide who gets to participate in a ‘high flyer’ or ‘high potential’ programme.

We design challenging, engaging and bespoke development centres for our clients, which assess the attributes that are most important to them and give them the best value for the budget available.

We have designed development centres for medical professionals, graduates, investment bankers, marketing professionals and managers in a global telecoms company.