How our training works in practice
A transparent look at the formats, methods, and approaches we use across different programme types. Understanding how a training is structured helps you decide which format fits your situation.
Inside the workshop experience
These descriptions show how each programme type unfolds from first contact through to completion.
Presenting with Confidence: A Full-Day Format
The day opens with a 20-minute individual presentation from each participant. No preparation is given in advance beyond a topic. This baseline recording becomes the reference point for the entire day. After each presentation, the group works through a structured observation framework: what was clear, what created confusion, what physical and vocal habits were noticeable.
The afternoon focuses on applying specific techniques to a second presentation. The difference between the two recordings is visible and concrete. Participants leave with their own footage and a written feedback summary.
Difficult Conversations: A Two-Session Module
Session one maps the types of conversations participants find most challenging. Giving critical feedback to a colleague, raising a concern with a manager, negotiating scope with a client. Each participant identifies two specific situations from their own work.
Between sessions, participants prepare a short written analysis of one situation: what happened, what they wanted to say, and what actually came out. Session two uses these as material for roleplay. The trainer plays the other party. The group observes and gives feedback using a shared framework developed in session one.
Networking Essentials: Structure Behind the Conversation
Many professionals find networking uncomfortable because it feels transactional. This workshop examines why that happens and how to approach professional relationship-building differently. The morning covers the mechanics: how to open a conversation, how to listen actively, how to follow up without it feeling forced.
The afternoon is a structured practice event. Participants rotate through conversations with specific objectives, then debrief together. The debrief is where most of the learning happens, because participants can compare what they intended with what the other person experienced.
The Certification Programme: Eight Weeks in Detail
Week one is the intake and orientation session. Participants meet their cohort, complete individual intake conversations with their assigned trainer, and receive their programme workbook. The workbook contains the assignment structure for all eight weeks.
Weeks two through six each contain one half-day workshop plus one individual assignment. Assignments are submitted via email before the next session and receive written feedback within 48 hours. Week seven is a portfolio preparation session. Week eight is the final presentation and portfolio review.
The portfolio is assessed against a published rubric. Participants who do not meet the standard on first submission may revise and resubmit once.
In-Company Delivery: How the Design Process Works
An in-company programme begins with a scoping conversation with the contact person at the organisation. This typically covers the team's current communication challenges, the sector context, and any internal vocabulary or processes we should understand before designing content.
We then draft a programme outline and share it for feedback before finalising. The actual training uses scenarios drawn from the organisation's own work where possible. After delivery, we provide a written summary of observations and recommendations for the contact person.
"Every programme format we offer has been shaped by what we observed actually working in sessions, not by what looks good on paper."
The formats described here have evolved over years of delivery. The full-day presentation workshop uses a baseline recording because we found that participants who see their own starting point are more receptive to specific feedback than those who receive general advice. The networking afternoon uses structured rotation because unstructured practice tends to default to the same comfortable behaviours that participants already have. These design choices are deliberate and documented.