Authored by Dr. Laurence Brown, this paper examines the evolving challenges facing HR and L&D professionals in the GCC as organizations pursue Vision 2030 and ESG objectives. It critically assesses the inadequacy of traditional corporate training models in...

In a world of increasing transformation, the role of learning is no longer to transmit knowledge, it’s not an information dump, but rather to build future-forward capacity with a wider range of future ready skill-sets; to Realise and Release the immense power, the...

The value of agile, coached interventions lies not only in the quality of learning from the discussion sessions but in the continuity of its effects. When participants are engaged in their learning and encouraged to apply new techniques and outcomes as co-creators,...

Coached facilitation is a learner-centric methodology in which facilitators engage participants as active Collaborators rather than passive (bored...) Recipients. The learning environment becomes a live forum where real challenges, tensions, and aspirations are...

To meet the needs of today’s diverse and fast-moving workforce, organisations must re-imagine their approach to learning immediately. Three contemporary models provide powerful awareness for this essential shift in the way we professionally develop our staff across...

Conventional training defined by a generic slide deck from the ‘trainer expert’, top-down imposed topics, and a one-size-fits-all outdated curriculum. This approach is falling in three critical areas: 1. It lacks contextual relevance to their reality and daily...

1. Staff development sessions are often perceived as lacking relevance: Despite generous budgets and good intentions, many leadership programs fail to resonate with the unique realities of fast-evolving organisations. Participants may attend, but few are transformed....