Extra L&D capacity when change needs to land properly

The difficult bit is often making sure the change reaches the day-to-day work of different teams.

You may have a strong plan, a clear reason for change and people ready to get on with it. But plans do not change work on their own.

That is where we come in.

We join your team for the period you need us, bringing fresh judgement, practical delivery support and a focus on what people will actually need to do.

A woman writing on a flipchart with sticky notes while colleagues work nearby

Making organisational change usable

Change often looks finished before people can use it. We help close that gap.

A new policy
Well written, but people are unsure what it means on a busy Tuesday morning.
A new operating model
Sensible on paper, but managers need help having the right conversations with their teams.
A platform launch
Technically complete, while people still avoid using it.

Together, we work out what people need to understand, practise and decide differently. Then we create the learning, support and communication that gives them a realistic chance of doing it.

What this can look like

Every engagement is different. We can contribute to strategy, design and delivery.

Stage 1
Business priorities
- Strategy. Shaping learning strategy and making priorities manageable.
↓→
Stage 2
People capability
- Roles. Understanding how change affects different roles.
- Managers. Helping managers support their teams through change.
↓→
Stage 3
Learning approach
- Design. Designing programmes, workshops and digital learning.
- Existing systems. Improving the learning already taking place in your existing systems.
↓→
Stage 4
Practical action
- Practice. Creating realistic scenarios, practical activities and useful resources.
- Review. Reviewing what is working once the work is underway.

How can we help?

Focused and time-bound, or an ongoing partnership.

There is an important piece of work to deliver, but no need for a permanent L&D appointment.
Your internal team is small.
The change has a clear start and end.
You want an outside perspective that asks the awkward practical questions early.
You need someone to stay long enough to help put the answers into action.

A sensible place to start

Learning Translation Sprint

When the change is clear but the learning response is not.

A short, concentrated period getting clear on the change, the people affected and the support they need. You leave with a practical learning plan and clear priorities.

Talk to us about this →