• Implement change quicker (evidence of performance increase within 6 months)
  • Cost saving (between 70-90% increase in performance following training intervention)
  • Evidenced based data demonstrating added value and a return on investment calculation

Are you having issues in any one of the six areas?  If so click on the one to find out our unique combination of diagnostics and interventions to solve your particular issue.

A recent report by the CIPD entitled “Real-life leaders: closing the knowing-doing gap” commented on a study of nearly 2,500 leaders and managers in the UK stated:

Our research shows that organisations might be unwittingly setting their leaders up for failure by not aligning the systems and structures to the behaviours they expect of leaders. Although the variety of leadership literature might be overwhelming, organisations need to define what leadership means to them, and design a robust framework of measurable behaviours to hold managers to account, sending consistent messages about the required standards through enabling organisational design.

65% of CEOs feel they lack the information they need to increase the return on their investment on human capital.

Although executives regularly affirm the importance of their people to overall business success, few companies have in place any systematic way to measure their investment in human capital assets, the return on that investment and which areas of that investment are most likely to produce an increase in overall business performance.

Companies continue to use the training route even though it is well researched that only 10% to 30% of learning is transferred into performance.

Accessing the 70% -90% is a matter of managing the learning transfer process – it’s not costly and merely requires alignment and focus.

Stop wasting £1.2 million a year on failed talent development programmes.

Half of HR professionals lack confidence in their programmes for high-potential workers and feel they are ineffective for developing future leaders. These are the findings of a global survey by advisory company CEB, which reveals that high-potential training could be improved by a factor of 11.

The research, which draws on a sample of 6.6 million people, shows that only one in six employees entering a high-potential development initiatives will go on to succeed in a senior role, while only 15 per cent of employees performing well in a role today will become effective once promoted. As a result, organisations are wasting as much as £1.2 million ($2m) annually in learning and development spend on high-potentials.

Eugene Burke, chief science and analytics officer for the company, said: “Put simply, too many programmes are directing resources, training and career opportunities towards employees who lack the aspiration, ability or engagement to be effective at the next level in their organisation.

Self awareness, understanding your drives and motivation and behavioural change underpin exceptional learning and performance

Globalisation, downsizing, leaner organisations, and fast change require greater agility to enable people to learn faster than before. In 2006 a report on knowledge workers suggested that one person could retain 12% of the job content. It was estimated that in 2014 that number would change to 1%.

For individuals to learn faster and more effectively, requires capability, and motivation as well as a stimulating work environment. When those factors come together, learning becomes natural and part of our authentic make up. When they don’t we become over stretched, over stressed and under performing.

Learning what authentically drives you to being the success you are requires understanding your underlying drives and motivations and what authentically enables you to perform.

A combination of leading edge diagnostics, skilled coaches and counsellors allows a mirror to be placed in front of you to enable reflection on where you are at the moment and, even more insightful, the opportunity to analyse the patterns of our life and career.

The greater freedom of choice which comes from self understanding enables you to deal with any transition effectively and with more congruity in order to be even more effective.

Our world is turning upside down. Whatever profession you are in, whatever sector you work – behavioural change is now a key contributor to success.

Companies continue to use the training route to raise awareness of health and safety, even though it is well researched that only 10% to 30% of learning is transferred into performance.