As a learning and development organisation, we’re consistently developing ourselves because we want to raise training standards. Here are 4 examples of how we’ve been raising the quality of our training programmes over the decades:

1) New trainers, for their first programme, spend a minimum of 160 hours in their accreditation process. Besides studying the content, they complete mastery tasks, recommended reading lists, and instructional design work. They have to pass a gruelling training fluency test with our director of training quality and the programme’s master trainer before they are finally accredited at a live-run of the programme.

2) When we pilot a new programme, we often process more than 200 points of improvements. Instructional designers get long lists of feedback before finalising the training and post-training reinforcement design.

3) Candidates who make it to the final stage of our multi-phase recruitment process often comment on the level of detail and thoroughness of the recruitment process. They say that it gives them an idea of how things are run on a daily basis at People Potential.

4) All our leadership development trainers are Masters or PhD holders.

This means that when you engage us for your learning and development needs, you’re buying into well-planned, carefully thought-out interventions, that are run by highly qualified trainers. Therefore making it more likely that you succeed in creating change in your people and within your organisation.