Discover what training lands with employees.
Our newsletter, The DNA of Training, shares examples of training that got amazing results and how. Get case studies like these in your inbox each month.
“Terrific. Everyone was engaged and wanted to have input in creating a gold star working culture.”
GOVERNMENT
A psychological safety toolkit for teams.
A government division wanted to increase safety as a result of engagement data. They wanted practical tools for leaders and employees.
Their programme was tailored to:
Responding to urgent deadlines and high workload.
Communicating their needs when under pressure.
Being a safe person who communicates clearly.
The output was six evidence-based tools this division is using internally.
MEMBER ORGANISATION
Creating a culture of feedback.
A geographically dispersed organisation of 40 were looking to encourage more constructive feedback conversations at work.
Their programme was tailored to:
Manage defensiveness when getting feedback.
Staying cool when giving feedback.
Handling feedback when it goes poorly.
The output was understanding that it takes more listening than talking to have a constructive feedback conversation.
“The Execs said how fast the 90 minutes went because of the high engagement.”
TECHNOLOGY
Preparing leaders for performance reviews.
A fast-paced technology company wanted to support leaders to give empowering feedback in their upcoming performance reviews.
Their programme was tailored to:
How to distil feedback into two sentences.
Making feedback a two-way conversation to lower defensiveness.
Managing expectations of less experienced employees.
The output was 35 leaders with a script for their upcoming performance reviews.
REAL ESTATE
‘Impostor’ training for 100 women networking.
A local council wanted to open their networking group with an empowering topic applicable to all age groups.
Their programme was tailored to:
Include interactive polls to hear lived experiences from an audience of 100.
Facilitate peer-to-peer networking in an informal setting.
Grow the confidence of the workforce in an empowering way.
The output was 100 women networking, growing their internal relationships.
“Usually it’s crickets getting engagement, but you knew what questions to ask to get people talking and when to use anonymous polls for sensitive topics.”
GOVERNMENT
Time management for People & Culture team.
A P&C team wanted to optimise their ways of working so they could leverage everyone's strengths.
Their programme was tailored to:
Lazering in on their non-negotiable priorities.
Identifying their ‘buffer’ for reactive tasks.
Isolating their most important stakeholders.
The output was a cheat-sheet of their most important priorities to share with stakeholders.
GOVERNMENT
Repairing fractured relationships at work.
This government agency wanted a toolkit to help people take positive action when a relationship had gotten off track.
Their programme was tailored to:
Identifying when trust had been lost in a working relationship.
Clarifying what a great relationship would need to get back on track.
Creating an action plan to have a positive conversation.
Feedback to the pilot was successful. This training is now run quarterly for employees to have a private place to workshop how to build stronger relationships.
FINANCIAL SERVICES
Creating a new culture post merger.
The CEO at a financial services company wanted to empower leaders to co-design their ideal culture - post merger - to build trust and get buy in.
Their programme was tailored to:
Create a shared team agreement.
Bond team members who hadn’t met before.
Communicate the CEO’s vision.
This output was creation of a team agreement, created by the CEO and team, with strategies to design their dream culture.
HEALTHCARE
A team agreement for a new executive team.
The CEO at a healthcare company wanted to create a team agreement for a new leadership team.
Their programme was tailored to:
Focus on a culture of feedback and trust.
Help them engage a complex stakeholder mix.
Bond a relatively new team.
This output was creation of a team agreement, created by the CEO and team, with strategies to work together cohesively and engage stakeholders.
“73% of participants from the Future Leaders Programme have been promoted.”
TRAVEL
Creating a pipeline of future leaders.
Our Future Leaders Programme was delivered annually, over three years, for a new cohort every year. The goal was to create a pipeline of future leaders for a fast growing company.
Their programme was tailored to:
Influencing stakeholders.
Communicating with confidence.
Managing stress.
The programme resulted in 73% of participants getting promoted within two years.
TECHNOLOGY
Up-skilling tech leaders.
In this fast-paced tech firm, the Head of People & Culture wanted a toolkit so all leaders were creating a consistent experience for employees.
Their programme was tailored to:
Give all leaders the same toolkit.
Provide immediately usable tools.
Help first time leaders implement.
The programme was delivered over 8 months, with one in person training day for team building and six online sessions.
“Feedback from leaders has been amazing.”
MEDICal
Improving stakeholder relationships.
This workshop was tailored to a medical organisation who had to internally and externally influence stakeholders.
Their training was tailored to:
Creating a game plan for stakeholders based on their true needs.
Discussing how to say ‘no’ to stakeholders.
Writing a team ‘elevator pitch’ to communicate their value.
After our training, the team discussed how to use the tools with their leader. Their leader reported back that they were using the tools with success.
MEDICal
Preparing expert facilitators for tricky audiences.
A group of facilitators who deliver nearly 10,000 workshops a year wanted tips on how to manage tricky or surprising behaviour in their workshops.
Their training was tailored to:
Identifying the six needs of your audience.
Keeping cool as a facilitator.
Taking control of the classroom when things go off track.
The facilitators said it was enormously valuable learning the six requirements for happy, engaged audiences.
SUPERANNUATION
Ending ‘meeting culture’.
A talented executive team was getting bogged down by meetings. In our training programme, we created a set of ‘norms’ to re-set their working culture.
Their training was personalised to:
Communicate their true needs with stakeholders.
Have brave conversations about expectations.
Internal influencing and outcome conversations.
The programme saved over $200,000 in cancelled meetings and leaders reported being more efficient and outcome focussed.
FINANCE
Minimising ‘fighting fires’ time.
An executive had a smart team, but low confidence. In our programme, we gave team members the tools to internally influence and solve problems.
Their training was personalised to:
Help team members own solutions.
Give the team tools to manage relationships.
Strategies to internally influence.
The result: the leader reduced ‘fixing time’ by 35%, saving hours in their schedule, and empowering their team along the way.
“I used to spend 40% of my time problem solving. Now I spend 5% as my team have the tools.”
STEM
Preparing 100+ STEM experts for visibility.
The goal of this government-funded programme was to change the perception that STEM experts are all men.
Their programme was tailored to:
Prepare STEM experts for public life.
Managing their inner critic, ‘impostor’ syndrome and self doubt.
Communicating with influence.
The programme has trained hundreds of women + non-binary identifying STEM experts to embrace public life. Graduates appear consistently in media and professional speaking circuit with skills learned in the programme.
FINANCE
Activating 800 employees.
A retail bank wanted to make short, actionable learning sessions available to their Australian, New Zealand and Asian employees.
Their programme was tailored to:
Internally influence stakeholders.
Making their meeting culture more effective.
Personal brand and effectiveness.
It was the first online programme they’d ever delivered, with over 2000 registrations throughout the training programme.
“This training was really about changing the norm and we’re starting that process.”
FINANCE
Empowering 100 women in finance.
A finance networking group wanted to empower 100 women in a conference. The wanted something fun, practical and engaging.
Their training was personalised to:
Grow their confidence.
Network with finance peers.
Leave with a practical toolkit to grow their career.
Feedback indicated people loved the engaging, short, and practical session.
Government
Influencing 800 employees to take action.
For four years we have partnered with a major government organisation to deliver training to empower employees to further their careers.
Their programme was personalised to:
Grow their personal brand.
Develop strong working relationships.
Grow their leadership capabilities.
Engagement is always high, with employees often taking a class multiple times to share learnings and wisdom.
“Of all the providers we engage with, Happiness Concierge is by far the most professional and easiest to collaborate with.”