Client Case Studies

We provide bespoke solutions for specific client needs.

Case Study 1 – From Managers to People Developers:

A UK-based group of medical practices contacted us to prepare a bespoke developmental programme in order to turn their managers from subject matter experts to leaders capable of delivering memorable and impactful people development on matters such as procedures and new policies. Time was limited and, as such, we devised a programme integrating pre-course work along with two days of in-person practical training focusing on growing leaders and developing training and coaching competences. This was followed by one-to-one coaching for each manager allowing them to discuss their thoughts and shape their own decisions and actions before they embarked upon detailed post-course work in which course participants evidenced and reflected upon their successes and challenges.

The programme was highly successful in making the most of the time the client had available, the need for practical training and the desire to both apply the learning and demonstrate a provable return on the time and energy invested.

Case Study 2 – Setting Strategic Direction for an Innovative Saudi Arabian Organisation:

A Riyadh-based platform approached us to develop the strategic thinking and planning of managers prior to a whole-organisation meeting in which the future strategy of the organisation was to be discussed and set. The company had ambitious goals in line with Saudi Arabia’s transformative Vision 2030 programme. The course also needed to showcase and report a range of measures and metrics.

We devised a bespoke four-day in-person course covering all key areas of strategy with results assessed by:

A pre-course and post-course self-assessment in which participants had to assess their own competences in reaction to 20 competence statements before the training and after the training had concluded
Preparation and presentation of a case study analysis linked to strategy and drawing learning experiences from the case
Delivery of a collaborative presentation at the end of the course detailing planned application of the training
An end-of-course examination testing knowledge through multiple choice, listing and concept identification questions followed by a range of situational judgement questions in which candidates had to identify and explain what actions they would take in response to a short brief, why they would take these actions and how they would go about implementing their ideas.

Case Study 3 – Bespoke Project Management Training for a Kuwaiti Financial Institution:

The brief received here was simple: to introduce project management concepts in a simple way to allow all participants to understand what this involves and allow them to decide if they wish to pursue further training or certifications such as PMP. The client also needed to include context-specific content based around their own challenges as an organisation. This was not available from an “off the shelf” provider. Time was also important and no more than two days could be committed to training. It would be unlikely that the group of participants would have time to commit to any post-course work.

We devised a two-day programme integrating essential project management concepts with content integrated from the client’s requests and designed in full consultation with them - these were specific and fell outside the content covered on a typical project management course.. A short assessment concluded the course focusing on planned application of the training.

Case Study 4 – Applying Coach Training in a Saudi Bank:

A Saudi bank came to us with a need to develop the coaching capability of its managers. It was essential that the solution provided entailed both in-person learning along with extensive long-term practice and application.

Based on our huge experience in the coaching sector, we devised a multi-stage programme integrating pre-course work, in-person training over four days, multiple coaching practices (both free and model-based), case study analysis focused on real-life coaching and assessments including knowledge-based and situational judgement questions.

As time was limited on the course element, further practice was undertaken following the course when participants were required, over a three-month period, to deliver 12 real-life coaching sessions in the workplace and write these up, in full, in a coaching log for assessment.

One-to-one coaching and coaching supervision was also provided on this specific programme in order to allow the participants to discuss their own coaching and receive guidance and input from an experienced coach.