Learning & Development
Learning and development programmes that change how managers lead
Tailored learning for managers, leaders and teams — designed for your context, measured against workplace application.
Discuss Learning & DevelopmentIn short
Kriate HR designs and delivers learning programmes for managers and leaders in growing organisations. We start with the capability gap you need to close, not a catalogue of standard courses. Programmes are built around your business context and evaluated on whether behaviour changes, not just whether participants enjoyed the session.
Signs you need this
Your managers were promoted for technical skill but have not been developed as people leaders.
Performance conversations are avoided, delayed or handled inconsistently across the organisation.
You are building a leadership bench and need to accelerate the development of your next tier.
A restructuring or culture change requires new behaviours from your leadership team.
Training has happened before but nothing changed — you need a different approach.
What we design and deliver
- Leadership development programmes for senior and mid-level leaders
- Manager effectiveness programmes (feedback, delegation, performance conversations)
- Competency-based learning design and delivery
- Assessment and development centres
- 360° feedback design and facilitation
- Induction and onboarding programmes for new leaders
- Facilitated team workshops and offsites
How an engagement runs
Needs analysis
1–2 weeksWe identify the capability gap — through conversations with you, your managers and, where relevant, their teams. We agree what good looks like at the end of the programme.
Programme design
2–3 weeksWe design the learning journey: modules, methods, sequence and evaluation approach. You review and approve before delivery begins.
Delivery
As agreed — typically 2–6 months for a full programmeWe deliver workshops, coaching sessions and application assignments. Participants work on real situations from your business, not case studies.
Evaluation and follow-through
4–8 weeks post-deliveryWe assess whether the intended behaviours have changed. Where gaps remain, we recommend follow-up actions.
What changes for you
Managers handle performance conversations without escalating to HR or leadership.
Your leadership bench is stronger and more ready for the next level of responsibility.
Feedback becomes a normal part of how your organisation works, not an annual event.
Development investment is linked to business outcomes, not just training hours.
You can identify your high-potential leaders with more confidence.
Who this is for
Organisations with 100–2,000 employees that want to develop their managers and leaders rather than simply train them. Founders and MDs who recognise that leadership capability is a constraint on growth. HR heads looking for a delivery partner with both design and facilitation capability.
Client example
Engineering and manufacturing
A 400-person engineering firm had promoted its best technical people into management roles. Performance conversations were being avoided and attrition among high performers was rising.
Kriate HR designed and delivered a six-month manager effectiveness programme covering feedback, performance conversations, delegation and team accountability. Participants worked on live situations from their own teams.
Manager confidence in handling performance conversations improved measurably.
Common questions
How is this different from standard training?+
We design programmes around the specific capability gap you need to close, using your business context as the learning material. We evaluate on behaviour change, not just participant satisfaction.
Do you deliver off-the-shelf programmes?+
No. We design every programme for the organisation and the gap. We may use established frameworks — such as competency models or 360° feedback tools — but the programme itself is built for your context.
Can you run assessment and development centres?+
Yes. We design and facilitate assessment centres for selection and development centres for identifying and developing high-potential leaders. Jacob Raj Rajendran is a qualified PAPI assessor.
How long does a programme take?+
A focused workshop series can be delivered in 4–6 weeks. A full leadership development programme typically runs over 3–6 months to allow for application and behaviour change between sessions.
How do you measure whether learning has worked?+
We agree evaluation criteria at the design stage — typically a combination of participant feedback, manager observation and agreed behavioural indicators. We review these at the end of the programme and recommend follow-up where needed.
Can you support a culture change programme?+
Yes. Culture change requires both leadership alignment and capability development. We work alongside organisational development engagements to build the behaviours that a new culture requires.
Discuss your learning and development priorities
Tell us about the capability gap you are trying to close. We will arrange a conversation with a senior Kriate HR consultant within one business day.
Discuss Learning & Development