We deliver Social, Soft and Employability Skills as well as Generic Education and Training to…

  • Identify the generic training needs of individuals
  • Identify what action needs to be taken to upskill a diverse workforce
  • Distinguish the individual and operational benefits of changing mindsets from fixed to growth
  • Promote the development of a diverse workforce, by strengthening the team dynamics and influencing capabilities within organisations
  • Identify and prevent the restrictions around performance, productivity and innovation

We achieve using the following education and development tools:

How We Do It

Education Workshops

We deliver a range of face-to-face workshops and seminars meeting the needs of individual organisations. These are innovative, interactive, engaging and learner focused, it’s all about them!

Online Learning

We have our own e-learning platform with a myriad of modules to suit the learning outcomes of the individual and organisational aspirations. We devise and develop a range of dynamic learning tools and resources to meet preferred learning styles.

Webinars

We have adapted our materials and resources in order to meet the ever-changing educational landscape of todays society. We have the tools and experience to deliver engaging and interactive webinars to small personal groups to larger global audiences.

Mentoring / Coaching

Mentoring and coaching is an integral part of our delivery, we work with individuals to ensure their skills and development meets the needs of the organisations and leave them with the tools and resources to ensure they are more effective in their role.

Peer Support

Integral to our range of programmes, is the support mechanisms that we offer, part of this is peer support which is invaluable in ensuring individuals continue to grow and develop with confidence and enhanced skills.

What We Deliver

Below are the learning outcomes and a brief overview of each course.

Recognising the importance of leadership to the growth and development of an organisation, especially identifying the development of personal skills to enable individuals to grow, have the confidence to follow their instincts, making positve decisions and to reach their own potential.

The focus of this programme is to improve the quality of leaders, empower them to reflect on their current practices and to follow their instincts where appropriate.

  • Explain the role and expectations of a leader describing the importance of performance goals
  • Understand the process of trusting, calculating and evaluating your instincts
  • Why would anyone follow you, what makes you a good leader?
  • Bringing people with you, how and why?

The objective of the Diversity Leadership Programme provides individuals with the skills, knowledge and understanding required to empower them to apply and take on leadership roles within their organsitions. Through innovative practices, develop and empower individuals to achieve their own potential, in turn this will strengthen organisations in a practical and holistic way which wil make them more effective and efficient in their current practices.

  • Define the skills of a leader and identify how you measure up
  • Identify the values and behaviours of the organisation when it comes to diversity
  • Why diversity and equity is important to organisations
  • Managing change

As competition grows fiercer, the demand for improved performance, greater productivity and better results grows daily.  The ability of an organisation to attract, inspire and retain talented people is now key to business success, equally talented individuals are constantly seeking organisations that will invest in their personal and professional growth, organisations with which they can share common goals and aspirations. Coaching will unlock the true potential of your people as well as create and support the alignment between what inspires the individual, their role and responsibilities within the organisation and the direction of the business itself.  Coaching will encourage them to perform at their best because they want to, not because they have to.

  • Create a common vision throughout the organisation
  • Be clear about personal and career goals
  • Give and receive feedback productively
  • Identify internal and external obstacles, identify and resolve conflict

Individuals and organisations who have endorsed a coaching programme will understand the importance of one-to-one coaching as everyone is different, have specific values, beliefs, goals, and aspirations. One size doesn’t fit all, one to one coaching will help unlock potential, guide and develop individuals and help to meet the needs and aspirations of the organisation.

  • Look at your personal brand and identify how you are perceived by others
  • Identify areas of strength and development
  • Agree an action plan, monitor, reflect and evaluate the progress
  • Identify developed skills and their transferability to current or future roles

Mentoring is a powerful tool in the development of individuals, it’s not the same as teaching, it doesn’t revolve around providing solutions, mentoring means different things to different people at every level of sport and industry. The key to being an effective mentor are in the developed skills and attributes we all have to different degrees that you bring to the role to support others.

  • Understand and appreciate the required interpersonal skills of the Mentor.
  • Demonstrate the ability to use core Mentoring interpersonal skills to develop the mentee
  • Consider the importance of reflection as a tool for learning
  • Explore reflective action planning opportunities for mentors to consider their future development.

For change and development to occur, learning must take place, mentoring supports the learning process, this quite simply means a one-to-one relationship supporting the development of another individual. The concept is as broad as necessary and as inclusive as possible and must be ‘bought into’ by both the mentor and mentee.

  • Identify and agree the principles of working together
  • Demonstrate key skills to engage and develop individuals
  • How to build positive working relationships
  • Create, monitor and evaluate development plans

How do you stand out above the rest….? how do you make sure you are the best person for the job…?  in order for individuals to put themselves in the best possible position to apply and be appointed to roles within an organisation, its important that they have undertaken any appropriate training that will help them achieve their goals. There is a myriad of skills that we need in order to prepare ourselves for a new role, many are social skills, some are around communication, appearance and how we present ourselves.

  • Recognising how we come across and present ourselves to others
  • CV writing, making a first impression
  • The importance of communication and body language
  • Dealing with and managing people and situations

In order to be effective leaders, managers and team members its important to identify the core skills required and how we measure up as individuals. Whilst many of us are very skilled in specific areas there is always room for improvement, by undertaking further development, we will become more effective in our current roles and prepare for future positions going forward.

  • Identify our areas of strength and development
  • Where do we want to be and how do we get there
  • Fill in the gaps by undertaking appropriate
  • Research required skills for specific roles and ‘up skill’ as necessary