What we do:

The strategy of learning

With organisations facing near-constant change, and 60% struggling to future proof their Learning & Development (L&D) function, the availability of high quality learning now sits at the top of leadership priorities.

Learning and development has a big part to play here, offering so much more than just functional, technical learning. Instead, we believe it should upskill and empower employees across a range of different disciplines.

The importance of context and relevance

There’s no point in a Learning & Development (L&D) programme that isn’t aligned to a business’ strategic ambitions. Learning must always be relevant – to the employee and the employer. Therefore, understanding the context within which a business operates is critically important when designing a new L&D programme. We never lose sight of this. We work closely with our clients to appreciate the business issues they’re dealing with. We take the time to understand their strategic vision and priorities. And by bringing to bear our own extensive public sector experience and insights, we help create an L&D programme that develops the workforce skills and capabilities needed to deliver those priorities.

For tomorrow, not just today

We don’t just look to design a strategy which meets today’s business priorities. We work with clients to think beyond the short and medium term, to consider what their organisation will look like in future so their L&D strategy can be agile enough to react to any predicted changes. It’s important to remember that the learning needed now might not be the learning needed in two or five years’ time. While the strategy provides vital perspective on what an organisation is trying to achieve, the resulting programme needs to be sufficiently flexible to adapt and evolve to learners’ changing needs. Without this, learning loses relevance and won’t be used in the workplace.

The challenges you face

Every organisation is unique in terms of the workforce challenges and issues it wants its L&D programme to address. Nevertheless, some of these have appeared with growing frequency in our work in recent years. Leadership is easily the most common, with employers wanting to develop leaders who can cope in a world of volatility, uncertainty, complexity and ambiguity. Customer service, performance management, change management and diversity and inclusion are also proving to be popular themes.

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How we can help you

With challenges and change coming thick and fast in the public sector, employees need to be equipped to cope with the changes they face.

Our learning philosophy

Learn more about how our public sector curriculum is designed to deliver the skills, competencies, knowledge and behaviours required now and for the next 5-10 years.