Training and Workshops

Our programmes cover key areas that support individual and organisational development, including emotional intelligence, job crafting, decision-making, stress management, leadership skills, and constructive feedback. Each programme is informed by organisational psychology and designed around practical workplace application. Participants learn concepts, practise relevant skills, and explore how to apply them in their own roles. Where your needs extend beyond our existing programmes, we create bespoke training based on your organisational objectives, challenges, and development priorities.

Each session is designed to balance depth, participation, and application. Workshops typically run for up to three hours, allowing enough time for participants to explore concepts, practise, and discuss how to apply new learnings in their workplace. The exact format depends on the topic, number of participants, and learning objectives. For more complex subjects, programmes can be delivered across multiple sessions or spread over several days to support deeper learning and application.

Yes. Customisation is a core part of our approach. Each training is adapted around your organisation's objectives, participant needs, workplace context, and the specific challenges you want to address. Rather than delivering generic content, we use organisational psychology principles and diagnostic insights to ensure examples, activities, and discussions are relevant to your people and their working environment.

Yes. We offer both in-house and online delivery, allowing organisations to choose the format that best suits their teams and objectives. In-person workshops provide direct interaction and group engagement, while online sessions are designed to maintain participation through collaborative tools, discussions, polls, activities, and digital resources. We use platforms such as Teams, Zoom, and Google Meet, supported by tools such as Miro and interactive learning applications where appropriate. Regardless of format, the focus remains on participation, practical application, and meaningful learning outcomes.

Participant numbers are agreed during the planning stage because group size influences the design, facilitation style, and level of interaction possible. We work with individuals, small teams, and larger organisational groups, adapting the approach to suit the purpose of the programme. For highly interactive workshops involving exercises, discussion, and skills practice, groups of approximately 8-12 participants typically provide the best environment for active participation and feedback. For broader awareness sessions or organisation-wide learning initiatives, larger groups of 15-30 participants can be accommodated while maintaining opportunities for discussion and engagement.

Training effectiveness is measured against the goals agreed at the beginning. Depending on the purpose of the intervention, evaluation may include participant feedback, knowledge checks, confidence ratings, behavioural indicators, or psychometric measures before and after the sessions. Our background in psychometrics allows us to go beyond superficial satisfaction measures and explore if participants have developed the confidence, understanding, and skills required to apply learning in their workplace. Where requested, organisations receive a summary report outlining evaluation findings and key outcomes.

Yes. Programmes can be adapted for employees at different career stages, from individual contributors to senior leaders. Content, examples, activities, and facilitation methods are adjusted according to their responsibilities, professional experience, and development needs. We also deliver sessions for mixed-level groups where organisations want to create shared understanding and approaches across teams.

We begin with a discussion about your objectives, current challenges, participant group, and desired outcomes. Where appropriate, we use diagnostic tools, stakeholder discussions, interviews, and existing organisational information to understand the context before designing the programme. This ensures the training addresses relevant workplace needs rather than delivering generic content.

Yes, participants may receive supporting resources such as worksheets, reflection activities, practical tools, or reference materials to help them continue applying their learning after the session. For longer programmes, follow-up activities or additional development resources can also be included.

Training and coaching support development in different ways. Training provides a structured learning experience focused on building specific knowledge, skills, and approaches. It is usually delivered around clear learning objectives and includes teaching, discussion, practice, and application. Coaching is a more personalised process focused on individual goals, reflection, self-awareness, and overcoming specific challenges. It helps people explore how they apply skills in their own circumstances and develop their own solutions. Both approaches are informed by psychology, but they differ in their focus: training develops shared skills and understanding, while coaching supports individual growth and application.

Training is most effective when an organisation wants to develop shared knowledge, introduce new skills, or support consistent approaches across a group. For example, a team may need training on providing effective feedback, managing conflict, improving decision-making, or applying emotional intelligence in the workplace. On the other hand, coaching is more appropriate when individuals need personalised support with applying these skills, developing leadership behaviours, or addressing specific challenges. For example, a manager may understand the principles of effective communication but need coaching to overcome their own barriers when handling difficult conversations. For wider organisational initiatives, a combined approach can be valuable. Training creates shared knowledge and expectations, while coaching supports individuals in applying those skills in their specific roles and situations.