Learning and development
Build learning around the situations your people need to handle at work.
Name the capability
Before selecting a course, describe what someone should be able to do differently. The answer may involve a conversation, a decision or a repeated task. A clear capability gives the learning design a practical purpose and helps participants understand why the work matters.
Make room for practice
Workshops should include the situations participants recognise from their own roles. Use discussion, rehearsal and feedback to connect a principle with a real behaviour. A smaller amount of material used well is more valuable than an agenda that leaves no time to practise.
Support the return to work
Learning continues after a workshop. Agree a manageable application task and a conversation with the person’s manager. Review what became easier, what remained difficult and what support is needed next. This makes development part of the operating rhythm rather than an isolated event.