Heading 1
Research informed. Practice focused.
There are lots of clever people doing great research into contemporary work issues (and who are desperate to have their work read!) We believe the best way to equip learners and leaders is to draw on the rich bodies of research that exist, and apply it directly to everyday work issues.
Actively welcoming dissent.
While no one likes a heckler in the training room, we'd rather our learners have the safety and freedom to disagree, than stay silent. Encouraging dissent is key to ensuring diversity of thought and something that we encourage all of our clients to do - it's only right that we model this too.
Forever asking "why?"
While no one likes a heckler in the training room, we'd rather our learners have the safety and freedom to disagree, than stay silent. Encouraging dissent is key to ensuring diversity of thought and something that we encourage all of our clients to do - it's only right that we model this too. Reflexive and reflective.
Strengths, not deficits
It's an unfortunate fact that lots of learning and development solutions are inadvertently driven by a deficit-based view of learners which suggests that staff need to be trained out of their weaknesses and lack. We simply don't subscribe to that. Your staff aren't broken, so if you're looking for trainers to "fix" them, you'll need to look elsewhere.