Learning And Development
Valuable Workplace Communication Skills
Develop Essential Skills
Empower your career with emotional intelligence skills from one of the UK's top training courses.
Personal Growth
Personalised training in key areas like leadership and customer service to improve effectiveness.
Proven Results
40 years of transformative training with one-to-one coaching for real-world challenges and confidence.Refine your communication skills by learning to harness your emotional intelligence with one of the UK's most acclaimed management training courses.
Why Choose This Training?
More Than Just A Course Of Lectures
What gets in the way of developing and holding on to new communication skills are old habits of thinking and speaking. Even if the advice is very good the reason why it rarely sticks are the mental habits people inevitably revert to, especially under pressure.
Unlearning those old habits and internalising a more effective and lasting approach to communication needs more than a short course of lectures on how to do it.
What Makes This Training Stand Out?
What makes this training stand out is the exceptional support through one-to-one coaching sessions and continuous feedback. Changing behaviour is not an easy task as old habits are hard to break.
With a 40-year track record we can help you cultivate practical skills, and build your confidence to so you can successfully navigate real-world challenges, ensuring lasting behavioural improvements.
Testimonials
Join thousands of participants getting results
"What I love about this course is that I didn't just learn about the topic, this course is about ME. I'm confident I can reliably use my new skills, even when under pressure".
"A lesson for life! The power of effective communication is incredible when one masters the skills "listening with empathy" and "speaking assertively"
Clients We Have Worked With
Well-known companies who have used this course again and again, over many years
Course Summary
Training Objectives
This course is designed to help you develop your skills and knowledge in learning and development, recognising the crucial role it plays in your career development. By investing in continuous learning, you can stay competitive and adapt to new challenges. This course highlights the benefits of effective training programs, including improved employee performance, increased productivity, job satisfaction, and enhanced talent attraction and retention. We offer customised training programmes tailored to specific needs, covering areas such as leadership development, communication skills training, customer service, and personal effectiveness. The course emphasises the importance of measuring the impact of learning and development initiatives and provides experienced trainers who employ interactive techniques to create an engaging learning environment.
Develop Your Emotional Intelligence
You will learn a set of powerful emotional intelligence communication techniques so that you can manage difficult conversations, handle challenging situations, build relationships and set firm boundaries.
Transferable Skills
The goal of this training is to equip you with the tools they need to build strong, lasting relationships in your professional life, although because these skills are so transferable many clients report vast improvements in their personal relationships as well.
Develop Skills
This is a skills development rather than just a theoretical programme, so the emphasis throughout will be on you taking turn after turn, practising your skills, while receiving feedback and coaching about your effect on others.
Repeated Practice and Feedback
In your coaching sessions you will be helped to practise dealing with the kinds of situation you find challenging, again and again, until you are confident you can do it successfully.
Video Analysis
We'll combine practical, hands-on experience with video replay and analysis and discussion of the principles involved to help you gain both skills and understanding. Special attention is paid to your individual training needs, so you can practise your skills in real-life situations that you have to handle at work.
Sustained Change
That's why as well as your place in a small group, this training includes a generous amount of private and confidential one-to-one coaching sessions online, spread over several months, ensuring an exceptional level of support. This will ensure the changes you make are sustained over a longer period of time and any obstacles are overcome. Choose between online training available worldwide, or in-person face-to-face courses in the UK.
Course Dates and Price
For a list of upcoming course dates (for online coaching and face-to-face training), the locations of the next 3-day public courses in the UK and pricing Click here.
Free Initial Session
This initial coaching session serves as an introduction to the "Skills with People" course, allowing you to understand the course's relevance and effectiveness for your specific needs before committing to it.
Why Invest In Learning And Development Training?
Investing in a comprehensive Learning and Development (L&D) training course is essential to empower employees and improve organisational performance.
Here we will discuss the various types of courses available, and provide valuable guidance on choosing the right program for your needs, and provide you several advantages of this particular L&D training course.
With many companies offering formalised training programs, it must be difficult to choose the right course for you. This page is designed to help you.
Learning and Development (L&D) training encompasses a wide range of educational activities and programsdesigned to help employees expand their skill set, improve performance, and adapt to evolving business environments.
One primary objective of L&D training is to align employee competencies with organisational goals so that both the company and its workforce can achieve greater success together.
For example, an organisation focusing on innovation might implement specialised L&D training courses in emerging technologies or creative problem-solving techniques for their teams.
Another key aspect of effective L&D involves keeping up-to-date with industry trends and best practices.
The Importance Of Learning And Development Training
Learning and Development Training is crucial for enhancing professional growth, improving standards of practice, developing skills and knowledge, and boosting employee morale and engagement.
Enhancing Professional Growth
In today's competitive job market, enhancing professional growth has become a top priority for both employees and employers. Learning and development courses play a crucial role in this growth by providing individuals with the tools, knowledge, and skills needed to advance their careers.
For example, an HR professional may seek out a CIPD qualification course to improve their understanding of essential skills associated with organisational learning.
Upon completing the course successfully and earning certification, this individual becomes better equipped to handle challenges within human resources roles while also making themselves more attractive candidates for promotions or advanced positions.
Improving Standards Of Practice
Improving standards of practice is a crucial aspect of learning and development training, as it ensures that employees continuously adapt to industry changes and meet the highest levels of performance.
By engaging in professional development courses, individuals can hone their skills and expand their knowledge on the latest trends, techniques, and best practices in their respective fields.
For example, HR professionals who participate in CIPD courses with accredited qualifications or take part in social learning opportunities become better equipped to handle emerging challenges in people management.
They stay up-to-date with current best practices, which allows them to create effective strategies that drive improvement across various aspects of workplace culture.
Developing Skills And Knowledge
Learning and development training courses are vital for employees to develop their skills, knowledge, and abilities. By enhancing skills and knowledge in areas such as communication, leadership, problem-solving, and technical expertise, they become more competent and confident in their roles.
For example, a marketing professional can improve their digital marketing skills by taking an online course on social media advertising or search engine optimisation. This knowledge can lead to improved performance at work by increasing website traffic or boosting campaign ROI.
Learning new skills also provides opportunities for personal growth while opening doors to further development roles and advancement within the organisation.
Boosting Employee Morale And Engagement
Employee morale and engagement are critical aspects of any successful company. A well-crafted learning and development training program can contribute significantly to employee satisfaction, promote a sense of belongingness, and boost overall motivation levels.
For instance, an effective L&D program provides employees with the opportunity to learn new skills relevant to their job roles while gaining valuable insights into the larger picture of their organisations.
Investment in employee development facilitates better communication between management and staff members as they align productivity goals while empowering them by fostering innovation in problem-solving processes.
Types Of Learning And Development Training
CIPD accredited qualifications, both online learning and in-person courses, mini and short courses, on-the-job training, classroom-based courses, e-learning and online courses, coaching and mentoring are all types of learning and development training available.
CIPD Accredited Qualifications
CIPD Accredited Qualifications are professional qualifications recognised as the standard for HR and training specialists in the UK's public, private, and charity sectors.
By earning a top CIPD level of qualification, people can develop essential skills and gain specialist knowledge to enhance their professional growth and career prospects.
For instance, the Associate Diploma in Organisational Learning & Development Level 5 is ideal for mid-level L&D roles that require strategic thinking and planning.
This qualification equips learners with up-to-date industry expertise on learning strategies, tools, techniques, theories of social learning as well as leadership development practices that can help them succeed in their current role or progress further within their organisation.
Online And In-person Courses
Learning and Development (L&D) comes in many shapes and sizes, including online courses, in-person training, and mentorships. Online courses provide flexibility for learners to study at their own pace while still receiving expert guidance from industry professionals.
E-learning typically requires 40% to 60% less employee time than learning through traditional methods. On the other hand, in-person courses require physical attendance usually on a specific schedule in the presence of an instructor.
This type of training allows individuals to interact with one another and receive immediate feedback from trainers, leading to higher engagement levels.
Mini And Short Courses
Mini and short courses are excellent ways to boost specific skills and knowledge related to Learning and Development. These courses, which are part of the Learning and Development qualification, offer a flexible alternative approach that can be useful for those studying and working at the same time.
For example, one can take a course on "Introduction to People Management" or "Coaching Skills for HR Professionals." It can also teach how to identify training needs effectively or measure the success of an L&D program.
Mini-courses provide an opportunity for individuals top employers who may not have the time or resources necessary in their current roles but want to develop personally or professionally.
On-the-Job Training
On-the-job training is a workplace-based learning method that allows employees to learn new skills and practices while completing their regular job duties.
This type of training can be conducted by supervisors, mentors, or peers, and is often used in industries such as manufacturing, construction, and healthcare.
One benefit of on-the-job training is that it allows for immediate application of newly acquired skills or knowledge. It also provides opportunities for employees to identify areas where they need further development.
Classroom-Based Courses
Classroom-based courses are a popular method of learning and development training. These courses offer an interactive, engaging environment that allows for in-person collaboration with peers and instructors.
They often provide learners with the opportunity to practice their skills in real-time and receive immediate feedback.
For example, an HR professional who wants to improve their people management skills might attend a classroom-based course on effective communication or conflict resolution techniques.
Similarly, employees looking to develop new technical skills may take classroom-based courses on software or program-specific training.
E-Learning And Online Courses
E-Learning and online courses are becoming increasingly popular in today's more digital learning age. These types of courses offer the flexibility to learn at your own pace and on your own schedule, making them ideal for those with busy lifestyles or who live far from traditional classrooms.
With e-learning, you can access training materials and complete coursework from anywhere with an internet connection. A study has shown that learners typically require 40% to 60% less time to learn the same material through e-learning than they do through traditional classroom instruction.
In addition, web-based training provides greater flexibility for learners to consume and adapt to new informationcompared to face-to-face instruction.
Coaching And Mentoring
Coaching and mentoring are essential components of any learning and development program, providing employees with the necessary guidance to achieve their career goals. Coaching involves a structured process that helps individuals develop new skills or improve existing ones.
Mentoring, on the other hand, provides individuals with broader perspectives by drawing on the mentor's experience and expertise.
According to the Learning and Skills at Work survey, coaching and mentoring were highly valued by respondents as part of overall learning and development strategies. The University of Exeter offers courses focusing exclusively on developing coaching skills or quality conversations. While mentoring programs exist in many organisations worldwide.
Benefits Of This Learning And Development Course
For more than 4 decades Gould Training's Learning and Development Courses offer flexible study options, expert industry knowledge, and improved performance and productivity for professionals looking to enhance their skills and advance in their careers.
Choose One Of The Longest Running UK Courses
Gould Training's learning and development course is one of the longest-running courses in the UK. With years of experience under their belt, they have developed a reputation for producing highly valued professionals, equipped with essential skills that are necessary to succeed in today's job market.
Gould Training offers various flexible study options that allow students to learn at their own pace. As such, learners can take up this course without disrupting their work-life balance while gaining specialist knowledge from industry experts.
Expertise - One Of The Best Communication Skills Training Courses
Gould Training's Learning and Development courses provide unparalleled expertise. With over four decades of experience, they have developed a reputation as one of the top providers of communication skills training, leadership development and emotional intelligence training. We have specialised in providing professional training for HR professionals, line managers, and individuals looking to advance their careers in people management.
Our team of industry experts ensures that course content is up-to-date with current best practices and trends while also providing a generous amount of support to students.
By completing one of our specialised courses, you can develop the knowledge and skills needed to succeed in management and supervision roles within organisations while also gaining professional credibility.
Flexible Study Options
One of the benefits of the learning and development training we provide is the flexibility it provides in terms of study options. You can choose from a range of pathways, including online courses, classroom-based courses or coaching and mentoring programs.
Improved Performance And Productivity
Having a strong Learning and Development (L&D) strategy in place has been linked to improving both employee performance and productivity. When employees are given the opportunity to develop new skills through L&D training, they are better equipped to handle challenges in their current positions.
They become more confident, proficient, and efficient at their jobs, which leads to higher quality work and increased productivity. In fact, studies have shown that companies with a strong L&D program experience a 24% increase in profit margins compared to those without one.
For example, an employee may take a course on management with assertiveness skills as part of their organisation's L&D program. By learning effective management communication techniques, they can prioritise tasks better throughout the day which will lead to timely completion of projects or assignments thereby increasing overall productivity.
How To Choose The Right Learning And Development Training
Choosing the right learning and development training can be daunting. We've got you covered with tips on identifying your goals, considering your learning style, researching course providers, and reading reviews.
Identifying Goals And Objectives
To choose the right learning and development training, it is crucial to identify clear goals and objectives that align with your business strategies. Here are some tips on how to do this:
- Start with a Needs Assessment: Identify the skills and knowledge gaps in your organisation by conducting a thorough needs assessment.
- Set SMART Goals: Make sure your goals are Specific, Measurable, Achievable, Relevant, and Time-bound.
- Consider Different Levels of Objectives: Depending on the level of your strategic plan or learning deployment, you may have different types of objectives such as business objectives, performance objectives, or learning objectives.
- Prioritise Objectives: Determine which objectives are most critical to achieving your business strategy and prioritise accordingly.
- Align Learning Objectives with Business Objectives: Ensure that your training program's learning objectives align with your business's overall strategic goals.
- Identify Essential Skills: Identify the essential skills required for employees to perform their roles effectively.
- Choose Appropriate Training Methods: Select the appropriate training methods based on learning styles, experience level, time constraints, etc.
- Measure Success: Determine how you will evaluate the success of the training program by identifying relevant metrics such as employee engagement levels or productivity increases.
Following these steps will help you choose a learning and development program that aligns with organisational goals while also developing employees' skills and knowledge.
Considering Learning Style
One important factor to consider when choosing the right learning and development training is the individual's learning style. Identifying the employee's preferred learning style helps managers provide effective training that caters to their strengths and weaknesses. Here are some key points to consider when taking into account an employee's learning style:
- Visual learners prefer visual aids, diagrams, and images to help them understand and retain information.
- Auditory learners learn best through listening, so providing lectures or discussions can be most effective for them.
- Kinesthetic learners tend to learn by doing things hands - on, so incorporating activities or interactive tasks in their training can be most helpful.
- Activist learners thrive in group settings where they can participate and engage with others.
- Pragmatist learners prefer real - world scenarios and practical applications of what they are learning.
- Reflector learners prefer to observe and reflect on information before taking action.
By considering an individual's learning style, managers can tailor their training programs accordingly, providing a more efficient and engaging approach. Understanding different learning styles doesn't just improve an employee's performance in their current role but also helps with career development and acquiring new skills in the workplace.
Researching Course Providers
To ensure that you choose the right learning and development training course, it's essential to research the course provider thoroughly. Here are some tips to help:
- Check reviews and testimonials: Read reviews from previous students to get an idea of their experience with the provider.
- Consider the course content: Make sure the provider offers courses that align with your career goals and interests.
- Evaluate teaching methods: Determine if the provider uses teaching methods that suit your learning style, such as interactive exercises, case studies, and simulations.
- Assess support services: Check if the provider offers additional support services like unlimited tutor support or online communities for learners to interact.
Choosing the right course provider is crucial in maximising your learning potential and achieving your career goals. By following these tips, you can confidently pick a reliable and trustworthy provider that can help you succeed.
Reading Reviews And Testimonials
Reviews and testimonials from previous course participants are an essential aspect of choosing the right learning and development training. Here are some things to consider when reading reviews and testimonials:
- Look for specific examples of how the course helped the reviewer in their job or career.
- Pay attention to comments about the quality of the course materials, instructors, and support provided.
- Consider reviews that mention the flexibility and convenience of online or self - paced courses.
- Take note of any negative feedback or criticism, but also assess it in relation to other reviews.
We value feedback. We not only seek out reviews from participants, but also their line managers. If appropriate we speak with your manager by phone twice. First about your training need and later about your progress. But we treat in strict confidence everything you say to us and everything that takes place while you’re with us. We make no reports about you to your organisation. When we talk to your manager the purpose is not to give information about you, it's to ask what your manager would like you to get out of the course, and, later, to ask how they think you’re getting on with what you've been learning. Sometime we include anonymised versions of manager feedback in our reviews.
Planning And Implementing An Effective L&D Training Program
Identify specific training needs and set clear goals and objectives for the program, choosing appropriate methods and tools while measuring effectiveness throughout the process to ensure success.
Identifying Training Needs
Identifying training needs is crucial for designing effective learning and development programs that improve workplace performance. Here are some tips for identifying training needs:
- Conduct a Training Needs Analysis (TNA), which involves assessing the current skills, knowledge, and abilities of employees.
- Use surveys, interviews, and focus groups to gather information about the specific areas where employees need additional support or training.
- Analyse performance data to identify patterns or trends that suggest additional training may be needed in certain areas.
- Consider industry trends and changes that may impact workforce needs and require new skills or knowledge.
- Review feedback from managers, supervisors, and other stakeholders who interact regularly with employees to identify skill gaps or areas where additional support is needed.
By conducting a thorough TNA, organisations can design targeted L&D programs that address specific skill gaps or knowledge deficits among their workforce. This can lead to improved job performance, higher employee engagement and retention rates, and a stronger workplace culture overall.
Setting Clear Goals And Objectives
Setting clear goals and objectives is crucial when planning and implementing an effective Learning and Development (L&D) training program. Here are some key considerations to keep in mind:
- Identify the specific knowledge/skills - related goals within the training program that need outlining.
- Determine how these goals align with the overall L&D strategy and corporate training goals of the organisation.
- Ensure that these goals are measurable, achievable, and time - bound to provide a clear path for progress tracking and evaluation.
- Consider the different learning styles of participants to tailor the program's delivery methods, formats, and materials accordingly.
- Communicate these goals effectively to all stakeholders involved in the L&D process (e.g., HR, department heads, line managers, employees) to ensure everyone is on the same page and working towards a common objective.
By setting clear goals and objectives, organisations can better plan their L&D programs, measure their effectiveness, and ensure they align with broader business strategies. This helps maximise ROI on L&D investments while also improving employee skills and knowledge development.
Choosing Appropriate Methods And Tools
To choose the right training delivery methods for your learning and development program, you need to consider various factors such as learning objectives, time constraints, and budget. Here are some effective methods and tools to consider:
- Self-paced e-learning: This method is ideal for learners who prefer to learn at their own pace and convenience.
- Classroom-based courses: Traditional classroom-based courses offer an opportunity for learners to interact with instructors and other learners.
- On-the-job training: This approach provides a practical learning experience where employees acquire new skills while performing their regular duties.
- Coaching and mentoring: Expert guidance from experienced professionals can help employees develop specific skills and achieve their career goals.
- Online forums and social learning: These platforms allow for collaborative learning through sharing experiences, best practices, and knowledge.
- Mini-courses or short courses: These provide a quick way to acquire specific skills that are relevant to the organisation's objectives.
Measuring And Evaluating Success
Effective evaluation of learning and development training programs is essential to ensure the investment made in them is worthwhile. Here are some metrics to measure success:
- Evaluation Forms: Gather feedback from participants through post-training surveys or questionnaires that ask about their experience, content usefulness, and overall satisfaction.
- Test Scores: Pre-and post-tests can be administered to assess knowledge gained by comparing scores before and after training.
- Completion Rates: The number of participants who complete the program compared to those who started is a useful metric in evaluating engagement levels.
- Job Performance: The percentage increase in job performance after training is an indication of how well the employees' learning has translated into skills used on-the-job.
- Business Impact: Assessing the impact of L&D interventions on business goals such as productivity, quality improvement, and customer satisfaction provides insights into ROI.
Measuring success helps identify areas for improvement and allows organisations to continue developing effective L&D programs that cater to their workforce's needs while achieving desired business outcomes aligned with KPIs.
Best Practices For Learning And Development Training
To ensure the success of an L&D training program, there are best practices that should be followed. These include:
- Identifying training needs: Before implementing any training, it's crucial to identify the specific skills and knowledge gaps within the organisation.
- Setting clear goals and objectives: Clearly defined goals and objectives are essential for measuring the success of an L&D program.
- Choosing appropriate methods and tools: Selecting the appropriate training methods and tools is essential for ensuring that employees receive relevant and engaging learning experiences.
- Measuring and evaluating success: Regularly evaluating the effectiveness of an L&D program helps ensure that it continues to meet the organisation's evolving needs.
- Overcoming common challenges in L&D programs: Common challenges, such as limited budgets or lack of employee engagement, can be overcome by identifying creative solutions tailored to the organisation's unique needs.
By following these best practices, organisations can maximise the impact of their L&D programs and improve employee performance, satisfaction, and retention rates.
Overcoming Common Challenges In L&D Training Programs
Learning and development (L&D) is crucial for the success of any organisation, but it can be challenging to plan and implement effective training programs. Here are some common challenges faced by L&D professionals and solutions to overcome them:
- Lack of time: One of the biggest challenges in L&D is finding the time to create and deliver training programs. To overcome this, prioritise tasks based on importance and urgency, and consider outsourcing some tasks.
- Developing engaging content: Another challenge is creating content that engages learners and motivates them to learn. Solutions include using storytelling techniques, gamification and interactive simulations.
- Measuring effectiveness: Measuring the effectiveness of training programs can be difficult. Use data-driven approaches like surveys and assessments to evaluate the impact of training on job performance.
- Limited resources: L&D teams often struggle with limited resources such as budgets, staff, or technology. Explore alternatives like open-source tools, virtual classrooms, or online platforms to make more efficient use of available resources.
- Resistance to change: Some employees may resist learning new things or changing their behaviour. Encourage a growth mindset by offering incentives or recognition for participation in training programs.
- Balancing classroom vs virtual training: With remote work becoming more prevalent due to COVID-19, it's critical to find the right balance between classroom-based and virtual training methods. Consider using blended learning strategies that incorporate both methods.
By addressing these common challenges proactively, L&D professionals can ensure that their organisations succeed by fostering a continuous learning culture where employees are motivated to improve their own skills, and knowledge continually.
Learning and development training courses are essential for personal and career growth in the modern workplace. These courses offer a range of benefits, including enhancing your skills and knowledge, improving standards of practice, boosting morale and engagement at work, and increasing profitability for companies.
At Gould Training, we offer flexible study options that suit all types of learners along with one of the longest-running UK courses to help you develop specialist knowledge.
Learn And Development Training Course FAQs
What is a learning and development training course?
A learning and development training course is designed to provide individuals with the skills, knowledge, and tools necessary to improve their personal and professional growth. These courses are typically offered by companies or educational institutions as a way to invest in the long-term success of employees.
How can a learning and development training course benefit me?
A learning and development training course offers numerous benefits, such as improving your job performance, increasing your overall knowledge base, enabling you to learn new skills that will make you more valuable in the workplace, enhancing your confidence level when it comes to taking on new challenges.
What topics do these types of courses cover?
Learning and development training programs can cover an array of topics depending upon one's industry background and interest areas. This training course specialises in leadership and management skills enhancement, soft skill improvements like communication techniques, and emotional intelligence skill like listening with empathy and speaking with assertiveness.
How do I choose the best learning and development training program for my needs?
When choosing a Learning And Development Training Course it’s important to consider what specific area you need improvement in, the track record of the provider, the learning options (online vs face-to-face), and how thoroughly the subject is covered.