What are your organisation's challenges?

- Dysfunctional teams
- Leaders operating at a low level - perhaps below what's expected of them?
- Poor communication styles leading to discord
- Lack of confidence in delivering feedback to teams, peers and leaders
- Reactive rather than proactive leadership styles
- Lacking in strategic thinking

We know people development is driven, either through the desire to develop individuals and teams, or from the need to resolve existing issues and problems.

Before we can create a programme, we need to be curious and we need to listen. We need to learn more about your organisation, and of course the challenges and requirements you have.

Great coaching requires a combination of the right relationship, the right time and the right place, alongside clear personal and business objectives. But it's often not that simple.

Perhaps the traditional coaching model isn't right for you when there's a more immediate need. Or maybe a coaching surgery could deliver the value you need in your business. Read on for all the options.

Morocco, Croatia, Costa Rica, even Wales, it could be anywhere. Taking people away from familiar, often distracting environments and immersing them in an unfamiliar, sometimes challenging destination creates a fabulous opportunity for learning.

Our experience proves that outdoor learning is hugely beneficial, but what is the science behind this? Research from Allan and McKenna et al. (2012, p.5) has shown that “the multi-sensory nature of outdoor environments has a profound impact upon brain function and adaptation.” They state that the brain has learned to draw meaning from layers of meaning derived from incoming stimuli, providing “the bedrock for behavioural adaptation and sustainable growth.”

Our overseas learning experiences create the time to stop, reflect and think. It’s a place where real, long lasting change can take place.

Wherever there’s a team, there’s usually dysfunction of some sort. And often the more senior the team - that’s the Board, the directors and other senior players - the more personalities, egos, and agendas there are, and the more dysfunction there can be.

And these behaviours don’t go unnoticed in the business. They filter down and often pervade the entire operation!

“Wow, this really is different, and my team thought so too – we’ve had nothing but praise for Collaborate – Live. It really pushed us, and we like that. And it really shocked me how bad we were at communicating! It really was a live, interactive and immersive experience.”

Live problem-solving tasks delivered in a virtual environment (online) where participants take part from their own remote location. The tasks have been specifically designed to give participants a truly visceral experience that explores the behaviours and emotions of operating in volatile, uncertain, complex and ambiguous situations.

The experience is further heightened by the necessity of communicating using different digital formats and mediums and the often-unhelpful behaviours that are generated when groups have to collaborate at pace in a virtual space.

A successful Training Needs Analysis (TNA) sweeps away the perceptions and obstacles that hinder the delivery of the true training needs of the organisation. Senior leaders and employees feel heard, and this creates the buy-in required to deliver effective training programmes.