How do we do it?
We believe passionately that learning and development is about working with individuals to improve their attitude, competency, confidence and motivation to achieve world class performance wherever they may be in their career. Development intervention should be personal to individual needs and learning styles, and therefore we have developed a practical model built around 4 key stages:
1. Diagnostics – Establishing objectives, current reality and available resources. This typically involves a series of meetings and questionnaires, including the use of psychometric analysis ( PeopleClues™ ), with key project sponsors and those involved with people development, and with individuals themselves. The objective of this phase is to benchmark the current situation, establish individual and organisational objectives, and to build ownership in the minds of the individual’s for their own development and improved performance. It is also important to establish that a "system" exists which supports learning & development; that encourages individuals to challenge how they are doing things; and to question if what they are doing is adding value. The resulting buy–in and curiosity on the part of all involved, opens people’s minds up to the opportunities and benefits of a commitment to their own development and that of their colleagues.
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2. Design – Building a bespoke programme designed around the individual and the organisational needs and preferences. Rather than a ‘sheep dipping, one size fits all’ traditional training approach ruthven–stuart associates will develop a bespoke programme of activities around the individual’
s and business’ needs, and operational constraints so that any investment is directed effectively.
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3. Delivery – Building on a ‘bite–sized chunks’ approach, and using a creative mix of tools and techniques that fit the customer’s culture, competencies, learning styles and experience. ruthven–stuart associates typically uses an exciting activity based approach that draws on proven tools and activities and blends them with creative new solutions that are fun, focused and readily applicable. Individual’s can quickly experience the benefits of doing things innovatively. Delivered in a mutually agreed location, a ‘safe and stimulating’ environment allows individuals to explore new ways of doing things and to develop a curiosity about themselves and their colleagues.
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4. Embedding – Ensuring individuals have the support, space and encouragement to "get it in the muscle" – to embed Best Practice and encourage ongoing development. This is a key element in monitoring and measuring improvements, of achieving continuous improvement and of securing a return on your investment. Typically this involves regular review–based project activity linked to the work environment in order to share and re–enforce learning and is complemented with regular coaching–based contact that fits with individual’s existing commitments.
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