Training cohorts & continuous mini-trainings

The challenge

Most organisational training still operates as a one-off transfer of knowledge.

People attend courses, learn frameworks, and return to environments where priorities, incentives, and time pressure make application difficult. Knowledge accumulates, but behaviour barely shifts. Training becomes an event, disconnected from real work and real change.

Over the past two decades, the industry has also over-polarised around Agile training. Agile frameworks became the dominant answer to delivery and change challenges, often applied mechanically and at scale. That cycle is now clearly reaching its limits.

Today:

• Many organisations sense Agile is no longer enough

• There is fatigue with certifications and frameworks

• Yet there is no clear “next thing” to replace it

• Teams and leaders find themselves in a no-man’s-land: knowing change is needed, but unsure where to go next

Meanwhile, organisations still need to build real capability in flow, excellence, strategy, and leadership — while continuing to deliver.

The tension is clear:

• Too much training overwhelms the system

• Too little training leaves change underpowered

• Generic programmes fail to address real conditions

• Learning remains decoupled from execution and improvement

The result is well-intentioned training with limited impact, at precisely the moment when organisations need a more grounded, next-generation approach to capability building.

Our point of view

Capability is built in practice, at the point of need, not ahead of it and not in isolation.

Training creates impact only when it is closely joined to the change journey — arriving when teams and leaders are facing real decisions, real constraints, and real uncertainty. Learning must sit alongside action, not precede it by months.

Some capabilities require depth and sustained development through cohorts. Others need short, targeted learning moments that unblock progress in the middle of work. Both are essential — but only when they are deliberately connected to what the organisation is trying to change or improve now.

We therefore design training to:

• Sit as close as possible to real work and real decisions

• Reinforce and accelerate active change initiatives

• Create shared language that teams can immediately use

• Compound through application, reflection, and iteration

Training, practice, and learning are treated as one continuous system, not separate tracks.

We are also actively exploring the next evolution of this model through AI-supported learning agents — designed to bring guidance, reflection prompts, and learning support even closer to the moment of need, while remaining grounded in the organisation’s real context and priorities.

The aim is not more content.

It is faster sense-making, better decisions, and sustained capability growth.

What we design and improve

We design and deliver specialised training cohorts and continuous mini-trainings, tailored to Services and Tech organisations.

Core training cohorts

In-depth, cohort-based programmes designed to build durable capability and shared practice over time. Our core areas include:

• Flow & Value Stream Performance

• LeanTech / Operational Excellence

• Strategy using Wardley Maps

• Strategy deployment using the xMatrix

• Systemic Leadership

Cohorts create shared understanding, common language, and the space to practise new ways of thinking and working beyond framework compliance.

Modularised training for change programmes

Cohort content can be modularised into smaller learning interventions that accompany active change initiatives — for example, improving flow, deploying strategy, or embedding excellence.

These modules are designed to:

• Arrive when they are needed

• Clarify intent and direction

• Enable immediate changes in behaviour and decisions

Continuous mini-trainings & masterclasses

Short, focused sessions that deep-dive into a specific aspect of a topic — practical, applied, and tightly scoped.

Mini-trainings are used to:

• Reinforce learning during change

• Address specific capability gaps

• Introduce new perspectives without disrupting delivery

They are deliberately lightweight, allowing learning to happen in the flow of work.

Training can be run:

• As in-house cohorts

• As part of wider change or coaching programmes

• As standalone masterclasses or short series

The business outcomes

• Faster capability build aligned to real priorities

• Shared language across leaders, teams, and functions

• Training that translates into changed behaviour

• Reduced overload from unnecessary or poorly timed learning

• Stronger foundations for strategy, excellence, and collaboration

Over time, learning becomes a continuous organisational capability, not an episodic intervention.

How to start

We begin by clarifying:

• The capabilities the organisation needs to develop now

• The change or performance context those capabilities must support

• Whether depth (cohorts), focus (modules), or reinforcement (mini-trainings) is most appropriate

From there, we design:

• One or more training cohorts

• A set of modular learning elements, or

• A continuous rhythm of mini-trainings aligned to ongoing work

Training is delivered and coordinated through our platform, supporting scheduling, communication, and continuity, and allowing programmes to scale where needed.

Some organisations use training as a standalone capability investment. Others embed it tightly into strategy, excellence, or change initiatives so learning translates directly into impact.