We know that Leadership and Management capability is a priority for 60% of HR Leaders, yet many complain their investment in development programmes did not have the impact they hoped for. Today, 24% say their leadership development approach does not prepare leaders for the future of work. 

One of the real failures of classroom learning is because it focuses on intensity and knowledge transfer. Whereas behavioural change comes about as a result of practice, personalisation, feedback and measurement of progress.

There is nothing more disappointing than following a huge amount of effort to curate what is believed to be a rich development intervention, that only 50% turn up and then some leave early.  Especially when Talent leads are being asked to do the same or more for less budget. ROI for the business must be proved as well as for the participants as they all demand to know how this benefits them and if it's worth their time.

We know for certain that learning must be personalised and accessible so leaders and teams can quickly and insightfully address the challenges they have in front of them each week. And whilst we have all seen the evidence around coaching, it’s hard to imagine, in this time pressed business eco system, how to design something more compelling. Something that people want to turn up to and makes a positive impact on the people around them.

Come and share ideas with Formula E, Starbucks and Avanade on how you excite people enough to actually turn up and be people positively engaged and owning their learning and growth.