OUR
WORK
OUR WORK.
We’re proud of the coaching and training we deliver to our private and public sector clients. Browse our case studies and learn about our methods, to see the impact we have in the workplace — and how we help clients achieve their goals.
THE INTERACTION APPROACH TO L&D.
SUSTAINABLE L&D TRAINING.
Sustainability is the name of our game — we’re committed to delivering L&D training in a way that equips our clients’ employees with lasting skills. As well as being aware of our environmental impact, we also operate sustainably via commitment to our core values and by operating with an ethical conscience. Sustainability is in what we do, and how we do it.
SUSTAINABILITY FOR A BRIGHTER FUTURE THROUGH:
FOCUS.
Providing our services with an ethical focus and being committed to having an enduring, positive impact.
APPROACH.
Encouraging a positive leadership mindset and human-centred approach.
BEHAVIOURAL CHANGE.
Delivering blended learning programmes and taking an experiential approach to training, which deliver tangible behavioural change.
There’s strength in sustainability — it endures and empowers, motivates and rewards. As human beings, employers and employees, it’s not an option, it’s an obligation.
Find yourself nodding? Fab. Then get in touch.
THE INTERACTION WAY.
Our approach and style of training is unique – and hugely powerful for our clients. It’s what clients say ‘makes us who we are’ and ‘makes us so valuable’.
The three key factors in our approach:
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End-to-end project and client service that is second to none.
We take the weight off of L&D professionals’ shoulders and provide a dedicated administrative and project team that supports, consults, entertains and chats to you whenever you want. We’re lovely people; and fantastic at what we do.
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We don’t do ‘chalk and talk’.
Our training approach is blended, engaging, interactive and down-to-earth — whether you’re a graduate, first-line leader, middle manager or executive. Content is contextualised and aligned to your needs, your culture, your realities. We keep it real.
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Our diverse team of expert facilitators and actors are unrivalled at building up trust and creating an inclusive, safe learning environment.
We combine credibility and enjoyment with a key focus on ‘So what?’ (‘What are you taking away from this?’) — to ensure a positive impact and tangible results. We’re like the best teachers you remember from school.
These factors combine to set us apart.
This is what we call ‘The Interaction Way’.
WORKING WITH INTERACTION L&D.
WHAT CAN I EXPECT AS A TRAINING CLIENT?
To benefit from our extensive experience and expertise in managing clients and projects — by receiving exceptional training that delivers sustainable behavioural change for your employees.
Here’s how we do that:
CONNECT & CONSULT
All our work starts with a good conversation. What we’re pretty amazing at is building strong client relationships based on mutual respect and trust. We ensure learning is contextualised to fit your organisation, culture and people.
We connect with your business, yourselves and your delegates. We can help brief and engage with internal stakeholders. You’ll feel confident we can act as an extension to your business.
We’re renowned for going above and beyond to ensure needs are met, if not exceeded. We support, we challenge, we care.
The result? Enduring, added-value partnerships and credible, high-impact, business-focused training. This perhaps explains why we have so many long-standing clients. We create true partnerships. And true results.
DESIGN AND DELIVER
“Tell me and I’ll forget, teach me and I may remember, involve me and I learn.”
Benjamin Franklin
The best behavioural change comes from ‘learning by doing’. We fly this flag high and proud. Using hybrid methods and a blended approach, we ensure the right training content to achieve the best results.
This could be:
tasks, activities, business simulation or working with actors
focused group discussions, one-to-one coaching or action learning sets
Supported by:
360-degree feedback questionnaires
applied psychology (for example, using MBTI, Mindset to Growth, Hermann Brain Dominance Indicator, EI)
theory inputs, including focused pre/post work and robust action plans
Whether delivered face to face, virtually or a blend of both, our programme designs have expert facilitation at their core.
EMBED AND EVALUATE
We don’t do training for training’s sake. Time is money. Participants’ time needs to be well spent. You need to prove the return on investment (ROI). We totally get it.
Our experiential approach, pragmatic style and focus on learning application are a powerful combination. One that guarantees lasting outcomes and tangible results. We hard-wire behavioural change into business benefits.
Tailored evaluation measurements provide you with all the qualitative and quantitative information you might need. Information that not only justifies your training budget, but also feeds into our ongoing commitment to continuous improvement. We set the bar high.
“Incredibly adaptable and flexible consultative style, avoiding the common trap of many other consultancies of simply telling clients what they should do... Truly facilitative and encouraging whilst balancing the need for challenge and support.”
Learning Manager, Costain
WHAT CAN I EXPECT AS A TRAINING PARTICIPANT?
To get stuck in – as you’ll be ‘learning by doing’. But this doesn’t mean abseiling down a cliff (necessarily). The ‘doing’ could be a good conversation, a group discussion, asking colleagues for feedback, working with actors, a business simulation, indoor or outdoor tasks.
This could be virtually or face to face, or a bit of both. You’ll most certainly have online resources you can draw on – and tailored pre/post work to help you apply your learning.
You might complete a psychometric evaluation to get a better understanding of yourself (for example Myers-Briggs Type Indicator (MBTI), emotional intelligence (EI), resilience, and have an input around key theories. You could work on projects and give presentations to business stakeholders. You might have one-to-one or group coaching or be part of an action learning set (ALS).
You’ll work with an approachable, pragmatic facilitator (or two, or more) who understands your needs, and keeps you focused on what and how you are transferring your learning back to work.
Whatever the blend, ‘learning by doing’ remains front and centre. Because that’s how adults learn best. That’s what delivers sustainable behavioural change.
INTERACTION L&D: CASE STUDIES
We’ve trained thousands of people, worked with hundreds of clients, and retained a loyal few for over 15 years. We’re experts in people performance. Our sector specialisms are:
engineering and technical
scientific and environmental
energy and utilities
Here’s a selection of our work:
Case Study:
Personal Skills Training.
Environment Agency.
Delivery of a series of workshops for technical specialists to develop critical influencing, leadership and personal skills to work effectively with stakeholders.
Case Study:
Personal Skills Training.
Mondelez.
To drive business performance across Europe, manufacturing, commercial and support services staff received engaging bitesize personal skills training.
Case Study:
Leadership Development.
Natural England.
Design and delivery of a large-scale learning and development programme.
Case Study:
LEADERSHIP DEVELOPMENT.
MACMILLAN.
Supporting organisational change and increasing leadership performance through the creation and delivery of a suite of management development modules.
Case Study:
GRADUATE DEVELOPMENT.
NATIONAL GRID.
Modular behavioural development programmes for interns, graduates and industrial placements to help them effectively transition into the world of work.
Case Study:
GRADUATE DEVELOPMENT.
COSTAIN.
Supporting early talent to develop critical leadership and personal skills to deliver against strategic objectives through a multi-year programme.
CASE STUDY:
DEVELOPING EFFECTIVE TEAMS.
VADO.
Working with senior leadership over 12 months to deliver a behavioural development programme focussing on self-awareness, to increase team effectiveness.
CASE STUDY:
DEVELOPING HIGH-PERFORMANCE TEAMS.
SEVERN TRENT.
Cohort-based first-line and high-potential leadership development. Modular programmes to increase team effectiveness, aligned to talent pipeline strategy.
CASE STUDY:
talent programme
SOPRA STERIA.
9-month modular high potential talent programme with a focus on building organisational resilience.
