Our facilitation methods create a space where individuals can bring their best thinking to solve their most challenging problems.

L&D is the fuel that powers organizational performance, and a critical piece of the business optimization puzzle. When you consider the global corporate training market is valued at over $150 billion annually and growing at 8% YoY, it's clear that L&D is a priority.

The disconnect is that for all the effort and investment in training workshops, online courses, classes, and corporate events (sales kick-offs, team building etc), there’s still a disappointing trend with how little learning actually sticks, how loosely it’s integrated, and how poorly it's applied to effectively move the needle.

The short answer is many L&D experiences aren’t set up to engage learners in appropriate degrees of practice, feedback, or exploration. Learners are told a lot of things, but struggle to move beyond the lower levels of learning with little motive, means or opportunity to fully understand and apply the lessons. The learning cycle is cut short by a host of factors from time constraints, travel, budgets, and competing priorities to something as simple as not knowing what to do next. Even if there is a plan, not having a system in place to execute that plan is one of the most challenging things L&D practitioners face. 

As a result, "Good luck with that" often becomes the default modus operandi after the training has been delivered box is checked.