Why choose Phoenix?

Because we include so much more than the training itself..

With over twenty-five years’ experience in L&D, we’ve really honed our understanding of what is required to design and deliver truly successful programmes. And by truly successful, we don’t just mean 5 out of 5 on the happy sheet!

This expertise has enabled us to identify the following key elements that when combined, ensure all our programmes not only provide the best possible learning experience, but most importantly get the results you are looking for:

Robust stakeholder consultancy

To agree programme objectives, explore any potential barriers to learning and establish the evaluation and measurement criteria.

Individual conversations with all participants

To confirm personal learning goals, increase ‘buy-in’ to the programme and overcome any specific concerns.

Efficiently designed workshops

To ensure a sharp, practical focus with absolutely no padding.

Launch events

To ensure management involvement, explain the programme objectives and clarify what is expected of everyone.

Activities, tasks and in-programme communication

To increase understanding, embed the learning and ensure interest remains strong even when the modules have been completed.

Access to a range of relevant, 'multi-media' resources

To provide additional support to the participants whenever they need it.

Individual follow-up calls

To explore how the learning can assist with any personal challenges they may be faced with.

Full evaluation service

To make it easy for clients to demonstrate the impact of their investment

Mid programme review

To assess satisfaction and application and revise content if necessary.

Review sessions and presentation events

To provide greater depth of understanding and to challenge the participants to share how the training has impacted them and their team.

Let's talk!

If you recognise these are the kind of things that make up great learning, then we’d love to work with you. Clearly, every client is unique and we understand the need for flexibility but by using most of these elements, we’re confident you’ll get the type of programme your investment deserves.

Do please get in touch on +44 207 234 0480 or

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Our Partners

Phoenix are proud to be working with some of the world’s leading L&D organisations, including:

Our People

Phoenix has a full-time design and delivery team, fantastically supported by our client relationship director and office manager. They are backed up by a selection of long standing associates who offer specific subject expertise and collaborate with us on some of our larger projects.

Bill Osmond - Managing Director

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Bill OSmond - Managing Director

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Lawrence White - Head of Learning

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Lawrence White - Head of Learning

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Anna Britnor-Guest - Learning Consultant

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Anna Britnor-Guest - Learning Consultant

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Oliver Osmond - Director

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Oliver Osmond - Director

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Nirvana Saad-Barrett - MENA Director

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Nirvana Saad-Barrett - MENA Director

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Ruth Tiffin - Office Manager

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Ruth Tiffin - Office Manager

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Please get in touch – we’d love to hear from you!

Tel: +44 207 234 0480

email: info@phoenix-training.co.uk

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Strengthen Results

The structured element of the journey has to end at some point but this does not mean an individual's ongoing development does as well. The design of the journey must therefore incorporate elements that continue to reinforce the learning. Participants will be given an opportunity to stretch themselves and continue to create impact with their newly learnt skills and techniques.

Additional reading, targeted activities, mentoring and training opportunities, presentations and the creation of relevant learning content can all work well at this stage.

Develop & Practice Skills

Once a foundation has been built and participants feel they have a basic understanding of a subject, technique or skill, they now need to develop the ability and confidence to use it. During this part of the journey, participants must start to feel better equipped to do things in a different way and this is usually best addressed in the classroom environment.

Role/real plays, plenary discussion, case studies and facilitator feedback form the basis of this stage but workplace assignments and peer to peer conversations can also work well.

Build a knowledge foundation

Not all learning has to be done in the classroom and participants are encouraged to build their subject expertise as soon as possible. This foundation work will also ensure that any time spent in the training room is used appropriately in terms of the all critical practice and group discussion.

E-learning modules, pre-workshop reading, video content, observations and interviews can all play their part.

Commitment to the journey

Traditional training and development often fails because participants only start to think about their development on the day of the event itself. Any successful journey (or programme) requires an investment in time and effort and participants must recognise that they will need to do more than simply turn up. During this phase, participants are asked to think about what they could achieve if they demonstrate high levels of effort & commitment, not only for themselves but for the organisation as well, greatly increasing the levels of accountability.

Conference calls, webinars, creating personal performance maps, setting learning objectives and manager development conversations are typical examples of how to build participant commitment.