Many development programs use case histories and constructed situations for participants to work on. In contrast, the Learnership™ approach focuses on the real situations and challenges that clients are facing each day in their actual place of work. The relevance of this ‘putting the work in the middle’ opens their eyes and minds immediately, making it easier to:

  • see problems from different perspectives
  • navigate uncertainty with confidence
  • learn in the present
  • envision new futures.

The FOUR OUTCOMES of Learnership™

Efficient it integrates learning within actual workflow, meaning minimal time out and maximum impact on business performance.

Enlightening – it reveals the systemic and often hidden influencers of performance (context, decisions, biases, mindsets, skillsets, relationships, culture, strategy) so they become recognisable and able to be improved.

Effective – participants develop their capacity and capability as leaders and team members while making progress on their real challenges.

Evolving - it creates a cycle of learning (rather than a singular event) that can evolve on demand as needed.
This means leaders are skilled and ready to adapt to the changing priorities of the organisation.



  • builds capability while making progress on real business challenges.
  • develops the capacity to harness “invisible” insights to solve problems.
  • integrates learning, leadership and performance

 The six tenets of Learnership™

  1. The ability to learn is the untapped competitive advantage – as the world of work gets more complex and ambiguous, we need to learn beyond the speed of change.
  2. Learning only leads to real change when it is self-directed (i.e. chosen, not coerced)
  3. Learning is most effective when it is experienced in the context that it is most needed (within the flow of work).
  4. Learning is a continuous and evolving practice of business improvement (not an event). 
  5. Learning liberates change by finding and capitalising on teachable moments for ourselves, our teams and our work.
  6. Learning is just as much about un-learning. The ability to unlearn and relearn with agility (faster and with discernment) is the ‘next practice’ leadership capability.

Learnership™ helps business thrive by developing leaders who
LEARN leadership by DOING leadership.

Individual learning is a necessary but insufficient condition for organisational learning.
— Chris Argyris