How We Do It | Inspirations Learning & Development Ltd

How you do something is equally as important if not more important than what you do. At Inspirations we believe our blended approach to learning is often what sets us apart – it's about having a properly designed mix of methods, designed to meet your specific needs with blended thinking all the way through.

Our methodology is underpinned by:

Less content, more context, practice and coaching
Making complexity simple
Ensuring the focus is on being pragmatic, practical and experiential

We make sure every individual we work with:

Understands the theory behind the learning
Can recognise how learning applies back at work
Gets plenty of opportunity to practise, experience and apply the theory to their individual circumstances
Receives targeted, honest and personalised feedback and coaching in a safe and consequence free environment

Here's a snippet of some of our approaches to blended learning.

A critical element of a talent management strategy is to ensure you have a pipeline of fantastic people ready, willing and able to lead and manage your business during the years ahead. Identifying and developing key talent is essential for business success. Our Assessment Centres can be used to discover talent, select new employees or identify promotion-ready candidates amongst your current employees. Our Development Centres identify potential talent, and establish individual objectives relating to development needs.

Outdoor based learning

Introducing adventurous experiences into business training energises the learning process. It arouses the senses, excites the mind and enables a new depth of learning to take place. Leaders we have worked with, report life changing moments from the events we organised 15 years ago! Our two all time favourites are sailing and outward bounding. The bigger the impact on the person; the more powerful the behaviour change!

Simulations

Real Time Leadership Simulations

We make sure these are relevant memorable and fun. Our simulations generate leadership action and behaviour wherever in the world you might be which can be analysed in review, feedback and coaching sessions that run in parallel to the workshops. The result? A Leadership action plan.

Business Simulations

Computer-based simulations which generate real business decision-making opportunities and show a clear link back to business implementation. The result? More feedback to use in a Leadership action plan.

Business Action Learning

Business projects allow participants to practise a full range of skills in a real business environment. At the same time, the business can benefit enormously as issues and problems, which have previously remained unsolved, are dealt with. Leaders work cross-functionally and increase their wider understanding of the business and are given responsibility for a business based project that will give them a unique opportunity to add value to the business. They engage stakeholders, identify the scope of project, set goals, and manage the project to a successful outcome. The life of the project is usually between 3 and 6 months.

Community Action Learning

Community Action Learning brings Corporate Social Responsibility to life through learning and development. In addition, it’s an incredibly powerful tool with outcomes that have a strong and positive influence on motivation as well as enhancing your business’s standing in the community. Working in partnership with businesses we have renovated charity shops, held auctions, redecorated care homes and created a school vegetable garden to name but a few.

Diagnostic Tools

We use diagnostic tools to help individuals understand what makes them tick so they can understand themselves better and as a consequence figure out how to work more effectively with others.

Myers Briggs Type Indicator (MBTI) is globally established and one of the most widely used and respected of the profiling tools presently available. It is extremely valuable in helping individuals understand how to best work alongside colleagues with different styles.

Strength Deployment Inventory (SDI) SDI takes stock of motivational values (the basis for how you feel and act in different situations). It is a powerful tool and lends itself to developing influencing and conflict resolution skills. It gives a personalised insight into the issue of conflict - and offers options on how to deal with these difficult situations.

Occupational Personality Questionnaire (OPQ) The OPQ model provides a clear, simple framework for understanding the role of personality in the workplace and the impact it has on job performance. OPQ is designed to provide businesses with information on the aspects of an individual's behaviour that will impact on their performance at work – in particular relationships with people, thinking style and feelings and emotions.

360 Feedback

A process for providing individuals with structured feedback from a wide range of individuals within the business who might hold different perspectives.

Virtual Learning

Experiential Learning in the Virtual World

Virtual Learning is playing an increasingly important role in providing a new space in which to connect, engage and develop people. Our belief is that Virtual Learning is not intended to replace traditional workshops but is an added value learning solution. Virtual Learning is brought to life by the skills of our facilitators through lively debate/interaction/challenge and fun.

The media we use includes:

Webinars
Virtual Workshops
Web/Pod Casts

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Inspirations Learning & Development - How We Do It