We have extensive experience as L&D professionals, having worked worked with big brands such as Mitchells and Butlers, Three Mobile, Compass Group, Phones 4u, Acorns Children's Hospice Trust and Holland and Barrett to design and deliver learning.
We can work with you in building learning eco-systems that bring experiential and skill based learning into the flow of work when it’s relevant, to improve performance, develop careers and deliver organisational goals.
Or if you are looking for a particular workshop design to answer a specific challenge, we can help.
Scroll down to view some examples of how Ignite Performance Consultancy can support your Talent Development requirements.
1. Mandatory and Statutory Requirements
1. Mandatory and Statutory Requirements
1. Mandatory and Statutory Requirements
Statutory training refers to the training that is required by law or legislation. Certain individuals or organisations must complete this training to comply with legal requirements. On the other hand, mandatory training refers to the training that is required by an organisation or employer as a policy or standard practice.
It's no secre
Statutory training refers to the training that is required by law or legislation. Certain individuals or organisations must complete this training to comply with legal requirements. On the other hand, mandatory training refers to the training that is required by an organisation or employer as a policy or standard practice.
It's no secret that this is the least favoured type of learning in any business yet remains critical. To avoid learning burnout it is recommended that mandatory and statutory learning is applied to individuals and teams based on requirements instead of a blanket approach.
2. Core Role Upskilling
1. Mandatory and Statutory Requirements
1. Mandatory and Statutory Requirements
Upskilling means learning new and enhanced skills that relate to your current role. Think about it as “levelling up” your skills.
Often, you’ll deepen your knowledge about your role and industry as you gain more experience. Upskilling is typically a more intentional learning process where you gain exposure to that deeper knowledge sooner t
Upskilling means learning new and enhanced skills that relate to your current role. Think about it as “levelling up” your skills.
Often, you’ll deepen your knowledge about your role and industry as you gain more experience. Upskilling is typically a more intentional learning process where you gain exposure to that deeper knowledge sooner through skill development courses, certification, or mentorship programs.
Depending on your role, you may find it beneficial to elevate your workplace skills, technical skills, or both.
3. New Role Reskilling
4. Developmental Learning
4. Developmental Learning
Reskilling is the method of training an existing employee in new skills so they can move into a different role or department within your company. For example, an employee typically working as an in-person customer service staff might train to take over a new digital customer service platform. Reskilling often involves training employees i
Reskilling is the method of training an existing employee in new skills so they can move into a different role or department within your company. For example, an employee typically working as an in-person customer service staff might train to take over a new digital customer service platform. Reskilling often involves training employees in new skills adjacent to their current position, making it easier for them to transfer their expertise into a new role without completely starting over.
Reskilling allows a business to retain talent and create an adaptable workforce that can shift and change to meet new challenges without high turnover. This eliminates the need to hire new staff members to continually address skill gaps.
4. Developmental Learning
4. Developmental Learning
4. Developmental Learning
Developmental learning refers to the long-term process of acquiring new skills, knowledge and experiences that contribute to personal and professional growth. It focuses on building a broader set of competencies and capabilities beyond the immediate requirements of a specific role or task. Development often involves a more holistic appro
Developmental learning refers to the long-term process of acquiring new skills, knowledge and experiences that contribute to personal and professional growth. It focuses on building a broader set of competencies and capabilities beyond the immediate requirements of a specific role or task. Development often involves a more holistic approach, encompassing various aspects of an individual's life, including their mindset, emotional intelligence, and leadership abilities.
One of the key attributes of development is its emphasis on self-directed learning. Individuals take ownership of their growth and actively seek opportunities to expand their skills and knowledge.
Development programmes should encourage and provide supported opportunity to explore new areas of interest, take on challenging projects, rotate jobs, move to seconded roles, shadow leaders and seek feedback to identify areas for improvement.
Another important aspect of development is its potential for fostering innovation and creativity. By encouraging individuals to think outside the perimeters of their own mind and explore new perspectives, development initiatives can lead to breakthrough ideas and solutions.
In summary, development is a comprehensive and continuous process that focuses on personal and professional growth, self-directed learning, long-term career progression, and fostering innovation and creativity.
COMING SOON - Wellbeing at Work: A Manager’s Guide to Supporting Mental Health
COMING SOON a 90 minute online workshop that provides practical, downloadable resources for managers to use in supporting people's emotional and mental wellbeing in the workplace.
Running workshops on managing emotional and mental wellbeing for managers provides several key benefits. It equips managers with the skills to support their teams' mental health, reducing burnout and absenteeism while boosting morale and productivity.
By enhancing emotional intelligence, these types of workshops improve managers' ability to empathise, communicate, and proactively address mental health challenges, fostering a more supportive and resilient work environment. This leads to better employee retention, stronger team performance, and a culture that values wellbeing.
More details coming soon.
Induction Programme/Process
The induction process forms a major part of onboarding. Every organisation, large or small, should tailor their induction to help new employees feel as comfortable as possible in the early stages of their employment and assist with getting to grips with their new role.
The Chartered Institute of Personnel and Development (CIPD) estimates 22% of new recruits leave companies within the first six months. While most organisations acknowledge the benefits of an effective induction programme, it’s clear such programmes are often the casualty of not enough resources, or focus, to make them fit for purpose.
At Ignite, we have extensive experience in the design, delivery, embedding and evaluation of successful Induction programmes that deliver return on Investment and save substantial amounts in recruitment costs.
Experiential Development Programmes
Experiential learning is a hands-on, immersive approach to development that emphasises learning through direct experience. Instead of passively receiving information, participants actively engage in real-world activities, challenges, or simulations that reflect real-life situations.
This method encourages reflection, critical thinking, and problem-solving, allowing learners to connect theory with practice. By doing so, experiential learning enhances understanding, retention, and the development of skills such as collaboration, decision-making and adaptability. It's an effective way to foster deeper learning and personal growth, as individuals learn by actively participating and reflecting on their experiences.
At Ignite, we have experience of working with large and small organisations developing blended, experiential programmes that span entire career pathways, promoting a culture of internal development and proven return on investment.
Learning Needs Analysis and Training Needs Analysis
Identifying learning and development (L&D) needs starts with knowing the organisation’s current and future capability needs, and then assessing existing levels of skills, knowledge and behaviours. This assessment can use formal and informal methods and will allow decisions about what learning is needed at individual, team or organisational level. These gaps should be interpreted and prioritised within the wider organisational strategy.
Implementing an ongoing learning needs analysis (LNA) is different to a training needs analysis (TNA). An LNA may be seen as a current or future health check on the skills, talent and capabilities of the organisation (or part of the organisation) and is carried out with multiple stakeholders. It’s based on the ongoing systematic gathering of data and insights about employees’ capabilities and organisational demands for skills, alongside an analysis of the implications of new and changed roles for changes in capability.
A TNA is a one-off isolated event looking at the needs for a specific training activity. For help with this download our free ADDIE tool to support with the analysis, development, design, implementation and evaluation of a singular training intervention.
Leadership Development
Having a leadership development programme that enhances skills, builds stronger teams and drives lasting success is complex and requires a blended, experiential approach that goes far beyond the classroom.
Whether you're developing emerging leaders or refining senior executives, our proven techniques in developing programmes equip individuals with the confidence and capabilities to lead with impact.
Transform your leadership culture and elevate organisational performance.
Insights Discovery
At the very start of the self-awareness journey is Insights Discovery.
A psychometric tool based on the psychology of Carl Jung, Insights Discovery is built to help people understand themselves, understand others, and make the most of the relationships that affect them in the workplace.
The Insights Discovery methodology uses a simple and memorable four colour model to help people understand their style, their strengths and the value they bring to the team. We call these the colour energies, and it's the unique mix of Fiery Red, Sunshine Yellow, Earth Green and Cool Blue energies, which determines how and why people behave the way they do.
We are Licenced Insights Practitioners and would be excited to share how Insights can transform your learning offer.
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High Impact Line Manager Development
One of the most common problems that all organisations face when it comes to people, is when they promote somebody into a line manager position without the right support or training.
Moving into a role where you are responsible for people should not be taken lightly, it requires learning new skills, processes and behaviours.
It it the responsibility of the organisation to develop individuals in areas such as performance management, simple frameworks and approaches to coaching, giving feedback, having challenging conversations and effective delegation These are behaviours that employees are less likely to be comfortable or familiar with and are crucial tool for developing great line managers.
Remember, creating ongoing opportunities to practice and embed these skills following any initial training are crucial for them to apply the learning effectively.
At Ignite, we can not only support with the initial learning intervention, we will work with you to ensure that there are focused follow on events, clinics, reflections and peer to peer learning opportunities that are appropriate to even time poor line managers. This is particularly important given the fact that 75% of new knowledge is forgotten within 7 days if not applied.
Skill Based On Job Training
Have ever heard the saying "success is about consistency around the fundamentals"?
If you have a process, product or service that is part of a job role held by multiple individuals across your organisation, how do you ensure that it is executed consistently and to the required standards?
At Ignite we have extensive experience of creating skill based training programmes that are executed across multiple sites and available when your employees need it in the flow of work, meaning never having to interrupt shifts, rota's or schedules to be great at the fundamentals of their role.
Contact us to find out more
Coaching Workshops
Coaching workshops for managers provide valuable skills to enhance leadership effectiveness, improve team development and foster a positive organizational culture. By teaching managers how to ask powerful questions, actively listen, and offer constructive feedback, these workshops help build stronger relationships with their teams and empower them.
Managers gain confidence through a clear, simple coaching framework that supports goal-setting, encourages self-awareness, and promotes a growth mindset. This leads to higher employee engagement, better performance, and reduced turnover. Overall, coaching workshops create a more collaborative, motivated, and productive work environment while developing future leaders within the organisation.
It's a strategic investment that drives long-term success on all levels.