Consultancy

    Marshall E-Learning continues to build successful e-learning portfolios for clients in the public and private sectors to solve and enhance their training and development needs.

    Building on its successes Marshall E-learning also offers a range of consultancy and training services. Our consultants bring their insight and extensive knowledge to meet the specific needs of your organisation. We have an excellent track record in supporting organisations to analyse issues, formulate strategy and provide solutions to learning and development needs. We believe that e-learning provides valuable and effective training however sometimes there is a need to bring people together to reinforce and develop their learning.

    Marshall E-Learning offers a range of face-to-face training that interlinks with our comprehensive e-learning courses to create a truly blended and seamless learning experience. Some of the areas that we offer developmental training in are:

    • Diversity & Inclusion
    • Bias and behaviours
    • Bias in decision making
    • Group coaching for Managers
    • One-to-one Coaching for Managers
    • The Recruitment Process
    • Action Learning Sets

    All of the above can be tailored to organisational requirements to build on existing training or as interventions to support solutions to specific challenges or concerns that organisations are facing. The target audience can be from the most senior managers to any other level in either group or individual formats.

    We can also offer a range of consultancy services to design and develop pragmatic, integrated and interrelated solutions that match your organisation’s business and operational visions and values.

    Some of the main areas we cover are:

    • Diversity & Inclusion strategy
    • Inclusion programmes including coaching for senior managers
    • Diversity & Inclusion priorities policies
    • Recruitment policy and process reviews
    • Coaching in performance management

    Delivery methods

    We use a wide range of delivery mechanisms to suit your needs and priorities. These include:

    • Workshops
    • One to one sessions
    • Group sessions
    • Internal seminars
    • Discussion groups
    • Interpersonal Training
    • Regarding Recruitment and Selection

     

    In no specific order

    Skill Development/ Interviewing Skills

    • Assessment methodology;
    • Competency based interviewing;
    • Getting the most from candidates;
    • Reasonable adjustments.

     

    Positive Action/ Diversifying your recruitment pool

    • Who do you attract/ not attract and why?
    • Who is ‘ halted’ in the recruitment process, when and why.
    • Widening your recruitment pool;
    • Attracting diverse candidates;
    • Taking positive action measures;
    • Learning from others.

    Unconscious Bias in Recruitment and Selection

    • Reviewing process and practice for unconscious bias and addressing issues identified in R and S

    Unconscious Bias in other processes

    • We could look at appraisal/ promotion
    • Student issues

    Mentoring on Positive Action Programmes

    Aimed at staff who have volunteered to be mentors to participants on positive action programmes.

    This half day course will look at how to engage with and understand the experience of under-represented groups.  It will look at how the mentoring can complement the whole programme, resources and tools the mentor can introduce to the mentee and how best to support the mentee in achieving their goals.

    Learning outcomes:  best practice in mentoring, deeper insight into how to support your positive action programmes and confidence in supporting career goals. Mentors will gain knowledge of the issues facing under-represented groups.

    Bias in the Boardroom

    Aimed at Board members who will be making important strategic decisions.

    This half day course will take unconscious bias training to a deeper level. It will cover the evidence of the different biases that may influence the following decisions:

    • Senior level recruitment
    • Salary negotiations
    • Who you believe: credibility excess/credibility deficit
    • What creates confidence.

    The course will be based on case studies from a range of organisations where bias influenced strategic decisions.

    ‘We have to make lots of decisions to which we cannot know the answer, so we rely on stereotypes’

    (Messengers: Who We Listen To, Who We Don’t, And Why , Stephen Marks and Joseph Martin 2019)

    The course will look at how to manage and challenge bias.

    Learning outcomes:  the dangers of unconscious bias in decision making, how to create the conditions for objective decision making and make sure that the Board takes into account all the relevant evidence.

     

    Service Delivery

    Designing an inclusive ‘ customer’ experience/ service offer; what good and inclusive looks like; auditing/ reviewing service for inclusivity.

    Benefits of Face to Face Training:

    • Train in a comfortable, ready-to-learn environment.
    • Expert trainers who make the learning experience engaging, interesting and enjoyable
    • Immediate help and support with correcting mistakes and getting it right
    • Engage with topical, results-oriented course content and exercises
    • Networking with other learners, sharing experiences and social interaction

     

    Marshall E-Learning can help with:

    • Enhancing face to face training with a comprehensive e-learning to create a truly blended learning experience
    • Providing training and facilitating workshops for all levels of knowledge and confidence
    • Planning guidance, processes and roles for staff
    • Benchmarking the capability of your teams?

     

    Find out more about the following classroom training methods below or contact us on +44 (0)845 123 3909 or at contactus@marshallacm.co.uk for more details.

    Group Coaching for Managers

    This one-day course will focus on the benefits of a coaching approach to management, active listening and the GROW model. Participants will have an opportunity to practice coaching skills and gain feedback.

    As a result of this learning, managers should increasingly delegate more and improve relationships with staff. Managers will also understand when to use coaching with staff in order to create better business outcome, support staff development, and be able to use different approaches.

     

    “I appreciate your organisational storytelling and your presence in the design of this fascinating programme” – NHS manager
    [Book Coaching for Managers Training]

     

    One-to-one Coaching for Managers

    Managers everyday face a range of dilemmas, from difficult relationships with stakeholders, complex relationships within the organisation or dealing with personal dilemmas

    Working through dilemmas with an external, neutral and experienced coach can help put things in perspective and create positive outcomes.

    Each session will last 90 minutes and the organisation can purchase a maximum of 6 sessions per employee.

    “I have noticed how you have an amazing talent for making insightful and quite challenging feedback in really open way’  (senior professional)‘I have done a lot of soul searching as a result of your insight which has helped me face up to what I need to address and what I need to accept.” – Management Consultant
    [Book One-to-one Coaching for Managers]

     

    The Recruitment Process

    Aimed at Recruitment Managers, this course will cover the whole recruitment process: writing job ads, job descriptions, placing the advert, shortlisting and interviewing skills.

    Participants will learn how to write documents in a friendly and appealing way, and how to interview so that they get the best candidate and ensure that there is no bias in the process.

    Learning outcomes include: Understanding of the recruitment process; Understanding best practice; Ensuring that there is no bias in the process.

    “You know your subject very well and you are able to bring it alive for your group.” – Senior Public Sector Manager
    [Book Recruitment Process Training]

     

    Action Learning Sets

    Everyone in an action learning set provides support to one another on the dilemmas they face, leading to the creation of a supportive network for the members of the learning set.

    An action learning set might be set up to support staff on a management course or to help the career development of a group of staff e.g. members of a staff network or participants on a talent programme.

    Participants will increase their capacity to listen, offer advice in a way that can be heard and increase their self-awareness.

    Action learning sets take place across 4 to 6 months, with meetings of between half a day and a day.

    “You do an impossible job of keeping us on track whilst giving us space to explore.” – Small Business Owner

    “I appreciate the time you take to listen and pick up on individuals stories and questions that make one explore.” – Social Services Manager
    [Book Action Learning Sets Training]

     


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