Credits: Photgraphy by Amoghavira

Time to think, tailored to each customer:

helps people think outside the box  

....  but doesn't come out of one

Learning & development

Keynotes are:

  • engaging positively and supportively with individuals and groups

  • development activity relating clearly to people’s own experience

  • events which are enjoyable, memorable and involving for participants

  • learning with measurable impact on the organisation’s bottom line

  • learning which can be taken beyond the seminar into the real world outside

  • developing better balance between 'centrally-organised' and 'self-managed' learning.


“I am always ready to learn although I do not always like being taught.”  Winston Churchill


Input and information-giving is useful up to a point, but people learn best when they:

  • exercise some control and responsibility for the direction of their own learning

  • are able to make use of their own experience as a starting point and throughout the process

  • are given opportunities and guidance to reflect on their experience and turn it into learning

  • are dealing with problems and issues that have immediate relevance and application

  • are able to learn by doing, with an opportunity to apply theory in practice

  • can share ideas and feelings with other people and to learn from their experience and ideas.

An approach that is too content-centred conveys the message that learners cannot solve problems themselves.


This means not relying on non-stop ‘expert’ presentations, instead:

  • interactive material with plenty of tasks, focused on users’ own practical experience

  • backed up with the theories and experience of the top practitioners and thinkers in the field

  • related to practical application to users’ own lives long after the learning event has finished.


Examples of work delivered are here.