Our approach to learning & development involves:

• Using active & experiential methods
• Raising questions & opening discussion
• Creating & telling stories
• Using the group as a resource for learning
• Enabling people to make change happen

Active & experiential methods

Traditional approaches to learning focus on feeding the brain knowledge and relying on written information, this makes the learner passive. In contrast, active and experiential methods are designed to engage the whole person (body, emotions, sense, intellect) in the learning process.

Active learning is concerned with experience (of doing and observing) and dialogue (with self and others). it is also concerned with how learning can be translated into sustainable change to work practice.

Raising questions & opening discussion

Knowledge in Western culture is often seen in terms of transferring information from people who know things to others who are ignorant. For most people their educational experiences are of this kind.

So, if instead, they walk into a space where they can follow their own interest, raise questions, express themselves and listen to other people, then they are more likely to engage and to learn.

In order to embed and sustain changes to work practice, organisations need to become good at learning. Key to this is encouraging people (wherever they are in the organisation) to ask questions and to be in volved in discussions about practice (i.e. what they do and why).

Creating & telling stories

An ability to relate to stories is a facility we all have regardless of how different we are from one another. Through stories, people make personal connections and they pay attention to what is important to them. See Why Stories Work?

Using the group as a resource for learning

When people learn as a group, they provide a valuable resource for one another, bringing diverse perspectives and experiences to bear on the issue we are focussing on.

Our approach makes the most of this kind of learning, enabling people to understand more about their colleagues, their organisation and their own role in creating a healthy and productive work environment.

Enabling people to make change happen

People need support if they are to translate their learning into practice. This is provided by effective facilitation during events and workshops, together with action learning or coaching afterwards.

Support is provided internally though the management and supervisory systems that are in place inside the client organisation. Such support can be enhanced by the development of coaching and people management skills.

Contact us for more information.