Delivering impactful blended development
We use a combination of our tried and tested face-to-face learning and e-learning content, delivering impactful, blended development for our private, public and third sector clients.
Our management programmes (with the apprenticeship ‘wrapper’ and funding) are an end-to-end offer, including expert consultancy and planning. Your existing workforce development and talent management activity is integrated to ensure effective delivery and evaluation of impact.
We manage ILM registration and accreditation, as appropriate, for Level 3 or Level 5, and tailor the workshop materials to align with your unique business vision, values and behaviours. We then measure and evaluate your learning interventions and post-learning impact using the Kirkpatrick Methodology; line manager induction, improving participant engagement with the programme and enhancing their development dialogue with participants.
We know how important it is that the training programme you choose is a good match for your organisation and your talent development needs. With this in mind, we focus our efforts on tailoring our blended learning programme solutions to your specific business objectives, and to your workplace values and culture.
Our programmes are designed to be efficient, practice focussed and workplace relevant – which reduces the potential disruption to your day to day business operations and the workload of your employees. This means that from day one of the programme, your leaders will have an immediate impact upon your business performance and productivity.
To ensure that leaders complete their programme within the required timescales, we work in collaboration with you as a learning partner. We capture data, measure and evaluate all our training – and its impact – to ensure that we make informed and continuous improvement towards the achievement of your desired – and required – outcomes.
Delivery includes a blended range of methods:
• Face-to-face Workshops
• Professional Discussion
• Distance Learning and e-learning
• Reflective Logs
• Assessment through written tasks and exercises
Your leaders are supported by:
• Their Line Managers, who we induct into the programme
• Coaching support from a dedicated Programme Tutor/Coach
• Action Learning/Review
• 180 Feedback
• Access to E-learning resources and the online support network of the ILM
• ‘Flipped learning’, providing the content prior to the teaching and learning session
• Peer-to-peer coaching
Business Impact is maximised through:
Learners are specifically chosen according to pre-defined criteria such as their position/role, learning agility, motivation, competence and performance levels.
Transfer and application tools and processes are built into the end-to-end design of the programme; clear business outcomes are identified, all of the relevant stakeholders are informed and prepared, and follow-up support is put into place.
Before the learning begins, the goals – at both an organisational and personal level – are outlined, and the impact of this learning on the business outcomes is detailed. This includes explicit communication of intrinsic and extrinsic rewards, and a briefing of Line Managers to play an active and on-going supportive role.
Learners are engaged at the start of the development process through activities such as self-assessments, pre-work, and meetings with their Line Manager to discuss their development needs and objectives.
The expectations for the transfer and application of the learning are raised and reinforced during face-to-face learning events, with an application of theory and tools to reflect the learners’ work place. Discussion is encouraged to link the learning with its real–life application and cement understanding, and learnings have opportunities to practise their skills and build their confidence in a safe environment.
We don’t leave you to work out how to apply your learning when the course is completed – we offer ongoing learning transfer support – ensuring that learners are recognised and held accountable for implementing their learning, and offered immediate opportunities to put their learning into practice in the workplace, and Line Managers are held accountable for supporting this learning transfer process.