The team were hungry for learning, so we tapped into this energy up front. We held development planning sessions to seek their input into the design of the learning programme.
Collectively we decided that combining highly experiential learning events, self-directed learning and on-the-job coaching was the best approach. Our role was to design and deliver three modules – business partnering, culture and change management, and organisation design.
Each module gave the team a simple framework and a toolkit as a guide, and these were brought to life with hands-on exercises designed around existing business scenarios.