Every organisation is different. We’ve experienced different people, cultures, ambitions and challenges. That's why our work doesn't begin with a predetermined solution.

It begins with understanding where you are, where you want to be and what needs to change to get you there.

We design development around your organisation and people.

We don’t start with a programme. We start with what needs to change.

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Curious before clever.

UNDERSTANDING COMES FIRST

Before we recommend, we listen.

We get curious about your organisation, your people and your ambitions.

That curiosity helps us look beyond the symptom and understand the cause.

Because sometimes what an organisation initially asks for isn't quite what it needs.

The quality of the solution depends on the quality of the understanding that comes first.

What's happening now?

WE ASK YOU:

What's working well?

What might be getting in the way?

What needs to be different?

And how will we know when it is?

From understanding to sustainable change.

Seven stages. One connected Approach.

Our approach takes us from understanding what is happening now, measuring what changed and helping that change last.

It isn't a rigid formula.

The scale, emphasis and activity at each stage will differ according to the organisation and the challenge.

But the thinking remains consistent.

Compel. Challenge. commit.

The Experience of learning.

Our seven-stage approach describes how we work with an organisation.

The 3Cs™ describe something different: what needs to happen for learning to translate into meaningful change.

COMPEL

Create a reason to care.

People engage more deeply when they understand why something matters to them, their role, their team and their organisation.

CHALLENGE

Create the conditions to think differently.

We encourage curiosity, reflection and appropriate challenge, helping people question assumptions, explore different perspectives and try different ways of working.

COMMIT

Turn intention into sustained change.

People leave with something they intend to do differently and the conditions around them make it likely to stick.

Designed for the real world

The real test of development isn't what happens in the learning environment or coaching conversation.

It's what happens afterwards when the pressure returns or there is a difficult conversation to have. When business critical decisions need to be made or a team starts to slip into an old pattern. When a leader has an opportunity to respond rather than react. That's why application isn't something we leave until the end.

We design for the workplace from the beginning.

LEARNING HAS TO TRAVEL BACK TO WORK

Measurement from the start

RESULTS MATTER

Learning and development has sometimes been treated as difficult to measure.

We don't believe that means we shouldn't try. In fact, we believe measurement should be considered from the very beginning, not added retrospectively.

Our ROI From Learning Methodology™ provides a structured approach to doing exactly that – connecting the purpose of the investment to the changes we want to create and the evidence that will demonstrate progress.

From the outset, we work with clients to understand:

  • What are we trying to change?

  • What would meaningful progress look like?

  • What evidence would tell us we're getting there?

The measures will differ according to the challenge.

They might include changes in behaviour, leadership effectiveness, team performance, engagement, retention, customer outcomes, operational measures or financial results.

What matters is that measurement connects back to the reason for the investment in the first place.

That's the principle behind our ROI From Learning Methodology™: start with the results that matter, then design the learning to help achieve them.

Seen. Felt. Measured.

Whilst some changes can be counted, some might be observed or experienced by the people around them.

Often, the fullest picture comes from bringing those different forms of evidence together.

We don't measure because everything meaningful can be reduced to a number.

We measure because the difference matters.

ROI From Learning

Connecting Investment in People to organisational value

Investment

What is the organisation putting into the development?

01

Application

What are people doing differently?

02

Impact

What effect is that having?

03

Value

What difference is that creating for the organisation?

04

ROI

How does the value created compare with the investment made?

05

Bespoke doesn’t mean starting from scratch.

EXPERIENCE GIVES US SOMEWHERE TO START. CURIOSITY TELLS US WHERE TO GO.

We bring decades of experience to every piece of work.

Established thinking along with emerging research. Proven methodologies and practical tools. As well as lessons learned from working with organisations across sectors and contexts.

But experience isn't a reason to assume we already know the answer.

It gives us more to draw from, not less reason to be curious.

WORKING ALONGSIDE YOU

Partner, not supplier. The best work happens when we're close enough to understand the reality.

That means building relationships, asking questions, challenging when appropriate and adapting as we learn more.

We bring our expertise and you bring yours.

Together we’ll create something that fits your organisation, people and goals.

People work with us. They move organisations. And they invite us to work with them again.

  • “It has been a genuine pleasure to find such professional and highly skilled people to do business with. Linac seems to have a great niche in the marketplace, and they really do stand head and shoulders above the competition in my opinion. But more importantly, you seem to have great company spirit and really enjoy what you do which at the end of the day strikes me as being fairly critical.”

    Head of Change,
    O2 Telefonica

  • Black and white image of the GE Aerospace logo and a gear symbol.

    “AWAITING TEXT”

    Job Title Needed,
    GE Aerospace

  • Black t-shirt with a design of a hand making a peace sign, filled with various intricate patterns and the word 'United' written underneath in blue.

    "Team performance hit record levels with dramatic improvements in efficiency, zero defects and very positive morale. The results were exactly what we had hoped for and more. A great achievement!"

    General Manager,
    Unilever

  • Black M&S Logo

    “Exceeded expectations, very personable facilitators, not your usual corporate workshop, so much better and more fun. Great learning takeaways!”

    Graduate Commercial Manager,
    Marks & Spencer

  • Black welcome mat with white text that reads 'WELCOME TO OUR HOME'. Below it, there is the logo of Cath Kidston London in red cursive lettering.

    “Linac's approach to leadership development is dynamic and is helping us to dramatically develop our people. I would strongly recommend Linac to any company looking to develop its people and achieve significant results.”

    L&D Director,
    Bidfood

  • Sodexo logo with red and blue curved lines and a blue star above the text

    "The event went superbly well, it was challenging and exceeded expectations. The senior team explored it's strategic impact in the context of culture and future leadership behaviour. The guest speakers were first class too."

    Head of Learning & Development,
    Sodexo

  • Black t-shirt with the Carlsberg logo and a four-leaf clover design

    "The improvements made with the leadership group and teams in 20 weeks saw a saving of £1.5 million. This will result in a £5 million saving. A fantastic effort."

    Development Director,
    Carlsberg UK

  • “Linac has very quickly and very successfully helped us to build a model for skills development and align this to our pay banding. They have provided us with the model and the tools to train and assess our people effectively. I highly recommend Linac; they work tirelessly to deliver you results.”

    General Manager,
    Diageo

  • “They were the only supplier that thoroughly thought through how the success of the programme would be measured.

    I would use Linac again in a heartbeat, they feel part of your organisation - but they will challenge and question with positive intent, inspired, by the belief that it can always be better.”

    Group HR Director,
    Synergy Health

  • You think you know how to train people? THINK again! Amazing course that takes you to the next level.

    Learning & Development Manager,
    Pelsis

What needs to change ?

You don't need to know what the solution should look like.

That's part of our job.

What matters is understanding where you are, where you want to be and what might need to change in between.

That's where our conversation begins.

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