We believe that learning methods need to reflect the fact that people learn in different ways. We remind would be trainers that all personnel attending learning programmes are hard working individuals and therefore will demand learning methods, learning styles and learning objectives that meet their specific needs.

When we deliver training the trainer programmes we will react to this demand by not subscribing to classroom talk and chalk as appropriate learning methods but utilise learning methods that always fully actively involve course participants. This approach will be augmented by giving would be trainers peeks "behind the scene" at how their course was designed and planned. Each participant will then be invited in turn to manage a phase of the course.

Working with our customer we will utilise learning methods that best suit each training the trainer course, its learning objectives, participant level, type and needs.

Where possible we endeavour to create challenging situations that are entertaining, but relevant, to fully maintain participant interest and involvement. Throughout the learning process we include a variety of learning methods for example video, participative exercises, situation analysis, role & organisation diagnostics, case studies, and role plays, but the most effective training the trainer learning method is experiential skills training.

Our prime concern is to ensure that trainers can utilise learning methods most appropriate to their trainees work related problems and therefore real examples/situations from their own experience/needs will feed group activity. In addition participants will be involved in action planning, work based assignments and projects, and the use of personal development portfolios to ensure that learning migrates to improvement in the workplace.

The learning process is validated by regular progress reviews and evaluation, problem solving sessions and presentations with tutor and group feedback, as appropriate.