Resilience training for employees.

Training that takes you somewhere you can measure. The starting point is an assessment; the training that follows is shaped by the data, not by a generic curriculum. The endpoint is a re-test that says whether the training did anything.

What "resilience training" actually delivers here

Most employee resilience training is delivered as a one-day workshop with a generic curriculum. Participants learn frameworks they don't apply, and the L&D team has no defensible answer when the FD asks what changed.

The training we deliver is different in three ways: it's preceded by an assessment so the content is targeted, it combines workshops with 1:1 coaching for the people whose scores need the most work, and it's followed by a 90-day re-measurement that produces a number.

How it works for L&D

1. Define the cohort. Leadership team, a specific function, top-talent group, post-merger team.
2. Assess. 15-minute psychometric for each participant. Individual reports + anonymised team report.
3. Diagnose. Steve or a certified coach reads the data, identifies the team's weakest facets.
4. Train. Workshops + 1:1 coaching focused on the facets that need building.
5. Re-test. Same instrument at 90 days. Movement is visible at individual and team level.

Training formats

• Half-day / 1-day / 2-day workshops
• Multi-session flagship programme (6–12 weeks)
• Team-level (single team, embedded)
• Or bring it in-house: certify an internal L&D lead

Accreditation

XXXX Steve to confirm — is the training itself CPD-accredited for participants?

Pricing

XXXX Per-employee, per-cohort, or per-organisation? Steve to confirm the pricing model L&D procurement expects to see.

A recent training engagement