Begin with a real situation
Choose a task or decision your team needs to handle more confidently. Describe what happens today and what good work would look like. This gives a development conversation a clear purpose and helps participants connect learning to their own responsibilities.
Make space for practice
Build an opportunity to apply new ideas into the work that follows a learning session. Keep the first exercise focused and make support available. Ask the team what they noticed and where the approach needs to adapt to their context.
Support the managers
Managers need a shared understanding of the capability being developed. Agree how they will give feedback, recognize progress and help people work through difficulties. Learning becomes easier to sustain when it has a place in regular team conversations.
Review and adjust
Return to the original situation and discuss what has changed. Combine the team’s experience with relevant observations from their work. Use that review to choose the next practical step, rather than treating the end of a programme as the end of development.