Our program design philosophy is guided by a) our approach to people development b) our approach to client management, and c) our understanding of the role and effectiveness of people interventions in organisations, both from the point of view of a development facilitator and of a participant in the development process.

Our program design philosophy is driven by the following principles:

People Development Interventions must be rooted in the organisational reality, and must be actionable. As participants, we've all been through too many interventions which had terrific content, but which were not linked to our work situation in any way, and hence were un-implementable. Hence our focus is on delivering program content that derives from an understanding of the organisational context, and delivers implementable actions.

All interventions must be measurable in a meaningful way. Both for the sake of the client company, which spends considerable money on an intervention, and the participant, who spends considerable time and effort, all interventions must be measurable. Also, this measurement must be in the context of the business and the developmental need.

Participants are looking for changes they can make on Monday morning. Participants want learning that culminates in actions they can immediately implement in the workplace. This means backing up concepts with tools and formats that can immediately be made live and can have an impact.

Organisational stakeholders are a key partner both in design and implementation. Line managers of potential participants are key partners in understanding the work context, real work situations and constraints, and organisational culture and politics. They are also integral partners in providing workplace development opportunities during the development journey of a participant. Leveraging their expertise and involving them goes a long way in designing effective interventions- both for group work and individual coaching.