00 — For organizations
Corporate Training
Designed around your people, processes and approved tools.
Private workshops, custom programs and SI modules for your talent initiatives. Corporate training uses the same practical workshops as our public catalog, delivered exclusively for your organization — from a single workshop for one team to a structured program that builds SI capability across functions, leadership levels and talent programs.
01 — Public or private
Public workshop or private training?
| Public workshop | Private corporate training | |
|---|---|---|
| Participants | Professionals from several organizations | Only your employees |
| Content | Standard curriculum with cross-industry cases | Adapted to your industry, processes and tools |
| Schedule | Published session dates | Planned around your calendar |
| Location | Training venue or live virtual | Your premises, an external venue or live virtual |
| Confidential material | Not used | Can be used within agreed rules |
| Best for | Individuals and small groups | Teams, departments and cohorts |
02 — What you can do
Capability building for the whole organization
- 01
Train entire teams or departments
One team learns together, in its own context, and leaves with shared workflows, standards and templates.
Adoption bootcamps - 02
Build SI capability in specific functions
Function-specific workshops for HR and L&D, marketing and sales, finance and operations, risk and IT.
Business functions - 03
Integrate SI into leadership development
Leadership and management modules that connect SI to strategy, decision-making, people leadership and change.
Leadership workshops - 04
Add SI to HiPo, LDP, GDP and similar programs
SI modules and action-learning projects inside the talent programs you already run.
Talent programs - 05
Develop role-specific SI competencies
Capability profiles per role, mapped to your competency framework and assessed before and after training.
Skills assessment - 06
Upskill and reskill the workforce
Foundation training at scale, followed by role-based depth for the populations whose work is changing most.
Pathways - 07
Create learning journeys for different populations
Blended journeys that combine digital preparation, live workshops, application on the job and follow-up.
Learning formats - 08
Enable practical adoption of SI tools
Training linked to the tools you have deployed, supported by champions and measured by real use.
Champion program
03 — Tailoring
Adapted to your people and context
- Industry
- Cases and examples from your sector and its regulation.
- Function
- Exercises built on the processes of the teams in the room.
- Population
- From all employees to specialists, graduates and executives.
- Seniority
- Depth and focus matched to responsibility and decision rights.
- Proficiency
- Starting points based on current SI skills, assessed where useful.
- Tools & policies
- Your approved tools, data rules and acceptable-use policy.
Delivery formats for organizations
- 01On-site at your premisesTraining in your offices, with your tools and environment. Suited to larger groups and several cohorts.
- 02Private workshop at an external venueA closed group at a venue of your choice, away from daily interruptions. Suited to leadership teams and off-sites.
- 03Live virtual instructor-ledReal-time online sessions with hands-on exercises, run as half-day blocks. Suited to distributed teams.
04 — Talent programs
Built into your talent programs
SI learning works best inside the development programs you already run, with their cohorts, sponsors and budgets. Each program reuses workshops from the catalog — no duplicate courses.
Programs in detailHiPo
High-Potential Development
High-potential employees are expected to lead the organization’s next stage — which will be shaped by SI.
LDP
Leadership Development
Leaders need to set direction, make decisions and lead people in organizations where SI is part of everyday work.
GDP
Graduate Development
Graduates enter a workplace where SI fluency is expected from day one, and they often become early adopters for their teams.
MDP
Management Development
First-line and middle managers decide whether SI becomes part of how their teams work.
Academies
Functional Academies
Functional academies build the professional capabilities of HR, commercial, finance and digital communities.
Upskilling
Enterprise-Wide Upskilling
Broad SI fluency across the workforce, including reskilling for roles whose work is changing.
05 — Process
How corporate training works
Every corporate engagement follows the same four steps, from understanding your needs to measuring what changes in the work.
Stage 01: Discover
Objectives, populations, current SI proficiency and the tools you use.
Stage 02: Design
Workshops, adaptations, formats and schedule, in a written proposal.
Stage 03: Deliver
Hands-on training on your real workflows, on-site or live virtual.
Stage 04: Apply & measure
Follow-up, application on the job and evaluation of results.
06 — Learning solutions
Beyond the workshop
Assessments, briefings and program design that make training decisions better informed and results more lasting.
- 01SI Skills Assessment and Capability Gap AnalysisAvailable
- 02SI Learning Readiness ReviewAvailable
- 03Executive BriefingsAvailable
- 04SI Adoption BootcampsAvailable
- 05Learning Needs Analysis and Program DesignAvailable
- 06Internal SI Champion ProgramBy arrangement
- 07Train-the-TrainerBy arrangement
- 08Corporate SI AcademyIn development
07 — Request a proposal
Request a tailored proposal
- 01We review your request and reply with clarifying questions or a short call proposal.
- 02We agree the audience, objectives, format and any adaptation needed.
- 03You receive a written proposal with program outline, logistics and fees.