Our philosophy is to help optimise the potential that exists within every business with whom we collaborate. This includes those people in the front line of service delivery, right up to the senior managers responsible for the leadership and direction of the client company.

We strongly believe that what happens in our development programmes has relevance for everyone in the business, whether or not they actually attend as delegates.

Meeting Client Aspirations:

Peak Practice will plan with the client to establish the specific outputs required and Peak Practice will propose the methodology for best ensuring these objectives are achieved.

We frequently advocate that a pilot workshop is conducted to dry run the programme and ensure that the learning approach is compatible with the culture of the client organisation and allow for any modifications to be taken into account.

Setting the Scene:

To provide the best possible head start we frequently recommend that delegates undertake some pre-course preparation, this might include reading a relevant company procedure, for example Discipline, which will help ensure that delegates optimise their time spent at the workshop.

We also advocate that line managers conduct a pre-course briefing of their subordinates who will be attending as delegates, thereby helping the individuals to understand what will be expected from them post their attendance. Setting the scene internally, serves to optimise the potential post training results & retun on investment.

Tailored Activities:

We have significant experience in running programmes across a diverse range of industries and cultures, and we understand the importance of understanding the needs of the audience.

For example, with rail business employees, we are very familiar with the culture of the industry, the relationships with trade unions and acknowledge that there are a great many legacy agreements and procedures that can influence outcomes and solutions.

We ensure that our programmes are highly inter-active and employ the use of case studies which require delegates to consider the kind of issues that they might encounter back in the workplace, and to think through practical solutions.

Building on this concept of active learning, we also make extensive use of role play simulations whereby delegates are required to inter-acct with our trained actors in a series of scenarios, based on factual examples. These simualtions are frequently acknowledged, by delegates, to be the most demanding and also the most rewarding aspect of our workshops, due to their realism

Our facilitators are adept at quickly assessing the profile of the group they are working with and are able to adapt their style and approach to harmonise accordingly.

Feedback:

Sending an employee on a development programme is never a guarantee of competence being attained. We therefore provide clients with an assessment of each delegate’s performance, within 24 hours of attendance, which allows the organisation to determine whether further coaching or support might be necessary.   By adopting this approach, we seek to safeguard the interests of delegates and employers alike from the potential risk that can result from not yet being competent. Examples of this can be found in recruitment, and/or disciplinary situations where the consequences might be both long term and expensive.

Maximising client's RoI: