Learning design – custom / bespoke projects
If an off-the-peg training event does not meet your requirements, we can design customised training and learning solutions that reflect your business environment and the challenges your people face.
Whether it is a two-day training event for team leaders, a self-study workbook for retail staff or an e-learning programme for new recruits, we research your needs and then design programmes, materials or events that learners will respond to and enjoy.
Senior partner Jane Smith is firmly established as a talented and prolific
designer of training and learning materials, working with organisations
in both private and public sectors, including voluntary organisations.
Our training programmes ensure that learners can easily transfer their learning to their everyday work because we include content, examples and case studies drawn from real business activities. We have a strong record of success in pioneering new territory – writing materials that link to new legislation, making technical subjects accessible to beginners, thinking creatively around topics which may at first appear dry and unexciting.
Contact Jane at jane@word-smiths.co.uk or on 01873 857556 / 07815 857559 to discuss any specific training needs that your organisation may have.
Case studies
These case studies are three examples of how we work closely with clients to design and deliver learning programmes which meet their precise and specific needs.
- Helping a cosmetics company to write more professionally
- Improving report writing at a major university
- Encouraging teamwork in the construction industry
Our values
Four key values guide our approach to learning design and training delivery:
- We are all learners. Being able to put oneself in learners’ shoes and see things from their point of view is a prerequisite of effective learning design and delivery.
- People are individuals. The starting point is to understand learners and think about them as individuals, even when they are part of a group. By building on what they already know and working from the known to the unknown, we maximise their opportunities for effective learning.
- Motivation leads to improved performance. This belief emphasises the need for regular effective feedback and positive reinforcement. What’s also important is the fact that effective learning is not perceived as an end in itself, but as a powerful tool for achieving business success.
- Learning is an active process. Although it may seem obvious, every process and each activity in a training event or programme must be designed so that people can learn. It’s therefore vital to get people involved, make them think, gain their commitment and encourage them to take responsibility for their own learning.
