Launching behaviours – looking for an interactive activity
Find an engaging, interactive activity to launch a new behaviour framework at your team meeting. This high-energy session helps employees understand the behaviours, recognize their importance, and includes self-reflection time for personal assessment.
Making space for creativity
Creativity is now essential for success in our unpredictable world, yet constant distractions and demands fragment our focus. Mindfulness offers a practical solution to create the uninterrupted time needed to enter creative flow and boost innovation across all sectors.
Anyone can train… or can they?
Having specialist knowledge or public speaking skills doesn’t automatically qualify someone to train others effectively. True training requires understanding how people learn and change, combined with specific facilitation skills to inspire behavioral improvement and measurable results.
The value of contrast
Using contrast between a prospect’s current problems and a proposed future benefits significantly increases purchase intent and persuasiveness. Stanford research shows that directly comparing current state limitations with new solution benefits outperforms presenting benefits alone by a statistically meaningful margin.
The challenge of being a more productive lawyer
Lawyers often confuse productivity with working harder, focusing on increasing output through longer hours rather than improving efficiency. Working with Lancaster University, this article explores how law firm partners can shift from measuring input (hours billed) to delivering better results sustainably by reducing unnecessary effort.
Engaging the 21st century workforce with an accessible approach to learning
Discover how modern employees learn best: accessible, flexible, and on-demand. Today’s workforce rejects traditional classroom training in favor of “snackable” learning delivered through mobile apps and platforms. Organizations that embrace personalized, bite-sized content see higher engagement and better skill development.
How to explain the difference your coaching makes
Discover how to measure and communicate the real impact of executive coaching. By partnering with coaching participants and their line managers to track tangible changes—from improved team communication to increased revenue and reduced absenteeism—you can provide credible evidence of coaching’s business value to all stakeholders.
L&D industry insight: Kim Morgan
Learn about the future of coaching and breaking into the L&D industry from Kim Morgan of Barefoot Coaching, discussing current trends and pathways in professional development and coaching.
Robin Hoyle: “The most important part of strategy is what you’re not going to do”
Robin Hoyle emphasizes that effective strategy requires making deliberate choices about what to exclude. In this interview with GivebackUK, he discusses how a focused training and learning strategy helps organizations prioritize their resources and maximize impact.
How learning can outpace market change
Reflective practice enables professionals to learn faster than markets change. Research shows critical self-reflection increases performance by over 20%, helping companies adapt to disruptive change through learning agility rather than traditional training approaches that quickly become outdated.
The top ten reasons why employees resist change
Employee resistance to change stems from common concerns including fear of the unknown, unclear benefits, lack of involvement in decision-making, and doubts about capability. Understanding these ten key reasons—from questioning the need for change to feeling excluded from the process—allows managers to proactively address objections and develop effective change management strategies.
Assessing Performance – the devil is in the detail
Annual performance reviews require fair assessment and clear communication between managers and employees. Success depends on defining competence objectively, providing specific behavioral examples, and ensuring both parties understand the rating consistently.
TrainingZone interviews: Your Impact’s Sue Gilkes
Sue Gilkes from Your Impact explains what social engineering is—human manipulation tactics used to steal data and information—and discusses how businesses can protect themselves through security awareness and employee education rather than restrictive policies.
How A Leader’s Mood Affects Team Performance
A leader’s emotional intelligence and mood significantly influence team performance and workplace culture. Research shows that emotionally mature leaders foster environments of trust and learning, while those with low emotional intelligence create fearness and reduced productivity. Leaders should display genuine emotions and empathy rather than forced positivity to build healthy team dynamics.
How to change habitual behaviour by remodelling your brain
Learn how neuroscience explains habit change through neural rewiring. By understanding your personal motivations and linking new habits to existing strong routines, you can consciously reshape your behaviour and positively impact your team’s morale, engagement, and trust.
Merlin’s Magic – Learning About Learning from Horses
Training a previously unhandled horse taught Rod Webb unexpected lessons about human learning and development. Drawing on natural horsemanship principles, he explores how keeping learners at the edge of their comfort zone, allowing them to find their own solutions, and creating psychologically safe learning environments mirrors effective horse training and transforms people-focused training too.
Sustaining behaviour change: Crucial for business
Sustaining behaviour change is crucial for business success, yet only 14% of companies effectively maintain it beyond initial training events. Organizations must design comprehensive systems that extend far beyond one-off learning events, ensuring employees understand business goals and have ongoing opportunities to apply new skills with managerial support.
Conflict and challenge (The Thomas Kilmann Model)
The Thomas Kilmann Conflict Mode Instrument identifies five approaches to managing conflict based on assertiveness and cooperativeness: avoiding, accommodating, compromising, competing, and collaborating. In coaching, the collaborating mode—balancing support and challenge to meet the needs of the coachee, sponsor, and stakeholders—represents the optimal approach.
How to create sustainable behaviour change
Training alone doesn’t change behavior—organizations need to focus on personal motivation and measurement to drive lasting change. By understanding individual “why” factors and providing feedback on progress, companies can inspire employees to sustain new behaviors long-term.
How to adapt to change
Learn practical strategies for adapting to life’s inevitable changes. While most people resist change despite wanting improvement, developing skills to consciously direct change toward your goals is essential for personal growth and success in today’s rapidly evolving world.