Learning and development for everyone who works here

Coaching here starts from your own calls and processes, not from theory. A coach listens along, reviews a process with you that stalled or went well, and agrees with you on one thing to practise next. Senior consultants coach newer colleagues, which sharpens their own work as much as it helps the colleague.

We treat clients and candidates the same way we treat each other: plain language, honest advice and a clear position. Coaching is where that is practised.

Consultants who build a team learn the conversations that leading people takes. Each is taught as a method you can apply the same week, with practice and feedback from someone who already leads a team.

• Running a one-to-one that the other person finds useful
• Explaining a decision your team did not ask for, and handling the pushback
• Giving feedback that changes the work
• Starting a performance conversation you have been putting off
• Running a hiring interview for your own team

The training lives in the Pearson App, next to the work. You can reread a module before a difficult call, rehearse a situation with the calltrainer and take the assessment for a module again when you want to check where you stand. When the training does not answer your question yet, you ask it, and the answer is added for the next colleague.

Development needs time that does not compete with the phone. Every consultant gets time set aside to work on a module, prepare for a new market or study a subject that makes the work better. You choose the subject with your coach, and you share what you learned with the team.

For some, development means becoming the reference in a market. For others it means leading a team and, in time, the partner track. Both are routes we support with the same coaching, the same tools and the same expectation: you apply what you learn.