Leadership and team capability
practical skills for leading people.
Workshops and programmes that strengthen self-awareness, communication, feedback, collaboration and decision-making under pressure.
LEARNING & WORKSHOPS
building understanding, skills and organisational capability.
Create Connection designs learning that people can use. Sessions are built around what participants need to understand and do differently, and are shaped for the organisation, the group and the time available.
MORE THAN PRESENTATION
people learn by taking part.
Depending on the purpose, learning may combine concise input, facilitated conversation, reflective exercises, case material, scenarios, visual methods, gamified activities and hands-on approaches that help participants make their thinking visible.
Possible approaches include:
- Scenarios and simulations
- Collaborative challenges
- Decision pathways
- Story-based learning
- Reflection and feedback loops
- Visual and hands-on methods
Not every programme uses every method. The combination is chosen for the topic, the participants and the context.
WHAT LEARNING CAN COVER
four areas of learning design.
Inclusion and neuroinclusion
understanding difference at work.
Learning that helps managers and teams understand how people think, process and work differently, and what to do differently as a result.
Culture and ways of working
making shared practice usable.
Sessions that build the everyday habits, conversations and routines that hold culture in place once a direction has been agreed.
Gamification and interactive learning
gamification and interactive learning.
Purposeful elements of play, challenge, choice, feedback and discovery can make learning more engaging and memorable. Susan designs interactive experiences that invite people to test ideas, explore consequences and learn through participation rather than relying only on presentation.
Gamification does not mean turning every topic into a game. It means selecting appropriate design elements that support the learning purpose, participants and context.
HOW LEARNING IS DESIGNED
purpose first, then design.
A four-stage learning design process: agree the purpose, design the session, deliver it participatively, and support application in real work.
Purpose
Agree what participants need to understand and be able to do differently.
Design
Select the input, activities and interactive elements that fit the purpose and the group.
Deliver
Run the session so people participate, test ideas and make their thinking visible.
Apply
Support transfer into real work through reflection, follow-up and practical commitments.
WAYS TO ENGAGE
from a single workshop to a programme.
single workshop
A focused session on one capability or topic, designed for an existing team or a mixed group.
programme
A connected series of sessions that builds capability over time, with practice between modules.
manager and leader cohorts
Shared learning for a group of leaders, building a common language and set of practices.
learning within a wider change
Development designed to support a culture, inclusion or organisational change already underway.
not sure which format fits?
Learning builds capability; facilitation helps a group work through a live question. Share what you are trying to achieve and Susan can suggest an appropriate approach.
what would you like people to be able to do differently?
Tell us the capability you are trying to build and the group involved, and we can outline a suitable learning design.
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