Improving Team Performance

Absolutely! I’ve spent 15 years designing impactful learning programmes, drawing valuable lessons from both triumphs and setbacks along the way.

Collaboration is key to our success. I'm here to dive deep into your goals, ensuring we're on the same page. Together with your team, we'll ensure the learning programme not only aligns with your objectives but also resonates and effectively engages.

Whether it's a single workshop, a suite of workshops, an online course, or a combination of both, I’ll tailor each learning programme to fit your needs. Our aim is to create something that’s not just educational, but transformative.

Linking the learning program to your Key Performance Indicators (KPIs) is crucial to this. This connection allows us to measure the program's effectiveness directly against the growth and performance of your organisation. Our goal is to empower you with a program that not only educates but also transforms your team and business.

In my experience, it's always prudent to pinpoint the exact issue before crafting and implementing any training solutions.

More often than not, I've encountered scenarios where the perceived issue, let's call it X, was actually a misdiagnosis of the real challenge, Y. Naturally, any training developed to tackle X would miss the mark, leading to wasted resources and valuable time.

The concept of a training needs analysis might have a bad reputation, largely due to the extravagant expenses incurred by large training firms to identify your training requirements. However, a certain level of problem verification is indispensable. My approach involves immersing myself within the sales team, observing and questioning them. This method not only sheds light on the actual issue, but also informs the tailored training solution I subsequently design.

By establishing a rapport with the team, I'm able to refine the training content, ensuring that the exercises and case studies in our workshops are not just relevant, but deeply resonant with the unique ethos of your organisation.

I believe a trainer should be a facilitator not an instructor – you are empowering participants to cross the bridge and make the changes they need to.

The trainer is NOT someone who tells people how to do their jobs.  People are unique and it’s this uniqueness that makes them who they are.  So a good trainer embraces the individuality of each person. It's this very uniqueness that shapes their potential for growth.

In a training session, the trainer will not be telling people what to do. Instead, they will be using the training activities to show them how to do things differently.  This emphasis on ‘doing’ rather than ‘telling’ is crucial for meaningful learning experiences.

Moreover, the onus of change rests with the participants. A trainer telling salespeople to change the way they do things is just asking for them to not do it (and therefore wasting your training budget).  But, you design the workshop to show them why the change works and how they can incorporate into how they work, they'll much more inclined to make the behaviour change you need them to.

With over a decade and a half of expertise, I've built up a large ‘toolkit’ of methods and approaches, empowering groups of any scale:

• Individualized Coaching - Tailoring our sessions to meet your unique personal and professional growth needs;
• Collaborative Workshops - Guiding project management teams through brainstorming sessions to unearth innovative solutions;
• Large-Scale Training - Offering comprehensive instructional experiences for entire teams or organizations;

Whether it's through face-to-face engagements or virtual platforms like Zoom — or a blend of both for unparalleled flexibility — I'm equipped to meet you where you are.

Over the years, I’ve built up a broad range of proven strategies, dynamic exercises, and bespoke program designs. This ensures that every training session is not only conducted with utmost professionalism, but is also guaranteed to achieve its objectives.

A typical workshop unfolds with a clear, yet dynamic structure:

• Introduction - we kick off with an engaging case study to breathe life into the topic, helping participants understand the direct impact of the training on their roles;
• The first activity is designed to help participants' understand where they are in relation to the core learning objective, fostering an awareness of the development they need to take during the workshop as no one is the same;
• We then delve into the theoretical underpinnings of the desired behavioural transformation, setting the stage for practical application in the next activity;
• The second activity translates theory into practice, as participants actively work on the targeted change;
• A reflective activity follows, deepening the understanding of the behavioural shift through further theoretical insights;
• The third activity cements the behavioural adjustment;
• Finally, a comprehensive reflection ties all elements of the workshop together, reinforcing the learning journey.

This streamlined approach is adaptable to any training requirement, emphasizing the importance of practically applying new skills so that the learning outcome is effectively taken onboard by participants.

The truth is, there's no magic formula for perfect training outcomes - and it would be wrong to claim otherwise.

However, what I can promise is a commitment to tailor the training to meet your specific goals, ensuring we identify and address the core issues before developing and rolling out a solution that not only educates but also actively engages your team.

In any programme that is aiming to change behaviours within a sales team, it's crucial for participants to have the chance to practice the new behaviours in a supportive environment. This hands-on experience is essential for embedding these behaviours, so they're not left behind in the training room and never used again. To reinforce this change, incorporating follow-up coaching sessions can be incredibly effective.

Moreover, flexibility is key. As your training programme progresses, we'll continuously fine-tune it to keep it aligned with your objectives, ensuring we're always moving in the right direction together.

Absolutely!

I am proud to hold the CIPD Certificate in Training Practice (Level 3), which has equipped me with a foundational understanding of L&D essentials. This includes the training cycle, conducting thorough training needs analysis, using diverse training techniques, and confidently navigating challenges within the training environment.

Further advancing my expertise, I've completed the CIPD Level 5 Diploma in Learning and Development. This advanced credential sharpened my skills in strategically linking and aligning training initiatives with the overarching goals of an organisation. This ensures that learning and development efforts contribute directly to achieving business objectives, fostering a culture of continuous improvement and strategic growth.

A typical workshop unfolds with a clear, yet dynamic structure:

• Introduction - we kick off with an engaging case study to breathe life into the topic, helping participants understand the direct impact of the training on their roles;
• The first activity is designed to help participants' understand where they are in relation to the core learning objective, fostering an awareness of the development they need to take during the workshop as no one is the same;
• We then delve into the theoretical underpinnings of the desired behavioural transformation, setting the stage for practical application in the next activity;
• The second activity translates theory into practice, as participants actively work on the targeted change;
• A reflective activity follows, deepening the understanding of the behavioural shift through further theoretical insights;
• The third activity cements the behavioural adjustment;
• Finally, a comprehensive reflection ties all elements of the workshop together, reinforcing the learning journey.

This streamlined approach is adaptable to any training requirement, emphasizing the importance of practically applying new skills so that the learning outcome is effectively taken onboard by participants.

All workshops will be accompanied by appropriate materials to help them in their work,

This may include:

• Handouts
• Recordings
• Access to software
• Micro-website

This will be discussed as part of the scoping session and