Learning & Development
Training that builds real capabilities for gaming studios, SaaS teams, and Web3 companies. Not checkbox compliance.
Training That Actually Transfers
Most corporate training fails. Your team sits through sessions, nods along, then returns to work unchanged.
The problem isn't lack of effort. It's that training is rarely designed with learning science in mind. Your new engineering managers need more than a leadership workshop. Your producers need more than a communication seminar.
Without proper design, you're spending money on theater, not transformation. Real capability building needs careful needs analysis, evidence-based design, practice opportunities, and systematic follow-up.
Sitting through training doesn't create capability. Practice, feedback, and reinforcement do.
The Learning Science Approach
Our Solution
We build training using instructional design principles and I-O psychology research. Every program starts with clear objectives, incorporates active learning techniques, and includes mechanisms for transfer and retention.
No generic workshops. No one-size-fits-all. Just capabilities that actually improve performance in your specific context.
Executive Coaching
Developing high-potential leaders? One-on-one structured coaching with assessments, goal-setting, and action plans designed for individual growth needs.
- 360° feedback integration
- Personality & strength assessments
- Quarterly progress reviews
Perfect for C-suite, VP-level, and high-potential managers.
Get StartedGroup Training Programs
Building team capabilities? Interactive workshops combining theory, practice, and real-world application. Designed for cohort learning and peer accountability.
- Virtual, in-person, or hybrid
- 8-20 participants per cohort
- Follow-up reinforcement sessions
Perfect for manager training, team development, and skill-building.
Schedule ConsultationWhat We Teach
Our programs span four core areas, each backed by psychological research and designed for measurable behavior change. Click any topic to see detailed curriculum.
Leadership Development
Build leaders who inspire performance and drive organizational success
Strategic Leadership
Vision-setting, strategic thinking, and long-term planning
What You'll Learn:
- Strategic analysis frameworks (SWOT, Porter's Five Forces)
- Long-term planning and scenario development
- Vision communication techniques
- Stakeholder alignment strategies
Decision-Making Under Uncertainty
Frameworks for complex, high-stakes decisions
What You'll Learn:
- Cognitive biases and how to overcome them
- Decision-making frameworks (expected value, decision trees)
- Risk assessment and mitigation
- Group decision-making techniques
Change Leadership
Leading organizations through transformation
What You'll Learn:
- Change management models (Kotter, ADKAR)
- Resistance management strategies
- Communication planning for change
- Building change agent networks
Executive Presence
Communication, influence, and gravitas
What You'll Learn:
- Body language and non-verbal communication
- Voice modulation and speech patterns
- Commanding attention in meetings
- Building credibility and authority
Coaching for Performance
Developing others through effective coaching
What You'll Learn:
- GROW coaching model
- Powerful questioning techniques
- Active listening skills
- Giving developmental feedback
Emotional Intelligence for Leaders
Self-awareness and interpersonal effectiveness
What You'll Learn:
- EQ assessment and interpretation
- Self-regulation techniques
- Empathy development exercises
- Social skills for leadership
Team Effectiveness
Build high-performing teams through better collaboration and communication
Effective Communication
Clear, concise, and compelling communication
What You'll Learn:
- Communication styles assessment
- Active listening techniques
- Written communication best practices
- Presentation skills fundamentals
Conflict Resolution
Managing disagreements constructively
What You'll Learn:
- Conflict styles (Thomas-Kilmann)
- De-escalation techniques
- Mediation skills
- Finding win-win solutions
Psychological Safety
Creating environments where people speak up
What You'll Learn:
- Psychological safety assessment
- Building trust and openness
- Encouraging dissent and debate
- Learning from failure
Collaboration & Influence
Working effectively across boundaries
What You'll Learn:
- Influence without authority
- Stakeholder mapping and analysis
- Building strategic partnerships
- Cross-functional collaboration
Giving & Receiving Feedback
Feedback that improves performance
What You'll Learn:
- SBI (Situation-Behavior-Impact) model
- Delivering difficult feedback
- Receiving feedback gracefully
- Creating feedback culture
Building Trust
Foundation for team performance
What You'll Learn:
- Trust dimensions (competence, character)
- Building credibility
- Repairing broken trust
- Vulnerability and authenticity
Manager Essentials
Critical skills for first-time and experienced managers
Performance Management
Goal-setting, feedback, and accountability
What You'll Learn:
- SMART goal-setting
- Performance conversations framework
- Documentation best practices
- Performance improvement plans
Talent Development
Growing your team's capabilities
What You'll Learn:
- Development planning tools
- Identifying high potentials
- Succession planning basics
- Creating learning opportunities
Difficult Conversations
Addressing performance and behavior issues
What You'll Learn:
- Preparation and planning
- Managing emotions (yours and theirs)
- Clear, direct communication
- Following through on agreements
Hiring Excellence
Selection and interviewing skills
What You'll Learn:
- Behavioral interviewing techniques
- Competency-based assessment
- Avoiding bias in selection
- Evaluating cultural fit
Delegation & Empowerment
Building ownership in your team
What You'll Learn:
- What to delegate (and what not to)
- Matching tasks to capabilities
- Clear assignment communication
- Monitoring without micromanaging
First-Time Manager Bootcamp
Comprehensive transition program
What You'll Learn:
- Role transition mindset
- Essential manager responsibilities
- Building credibility with team
- Managing former peers
Personal Effectiveness
Individual capabilities that enhance professional performance
Emotional Intelligence
Self-awareness and relationship management
What You'll Learn:
- EQ dimensions and assessment
- Recognizing emotional triggers
- Empathy development
- Relationship management skills
Resilience & Stress Management
Thriving under pressure
What You'll Learn:
- Stress response and management
- Building psychological resilience
- Mindfulness techniques
- Work-life integration strategies
Time & Priority Management
Getting the right things done
What You'll Learn:
- Priority matrix (urgent vs. important)
- Time blocking techniques
- Managing interruptions
- Saying no strategically
Growth Mindset
Learning, adapting, and developing
What You'll Learn:
- Fixed vs. growth mindset
- Embracing challenges and failure
- Developing learning agility
- Building confidence through effort
Critical Thinking & Problem-Solving
Better decisions and solutions
What You'll Learn:
- Structured problem-solving methods
- Root cause analysis
- Creative thinking techniques
- Evaluating evidence and arguments
Personal Productivity
Systems and habits for effectiveness
What You'll Learn:
- Productivity system design
- Habit formation science
- Energy management
- Tools and technology selection
Sample Curriculum
Here's what a typical 3-day leadership development program looks like
Foundation & Self-Awareness
- Leadership styles assessment
- Emotional intelligence fundamentals
- Personal strengths inventory
- Development planning workshop
Influence & Communication
- Strategic communication frameworks
- Stakeholder analysis & mapping
- Persuasion & influence tactics
- Difficult conversations practice
Strategy & Execution
- Vision development exercise
- Strategic planning tools
- Change leadership models
- Action planning & commitments
How We Work
Needs Analysis
Program Design
Delivery & Facilitation
Reinforcement & Evaluation
Needs Analysis
We identify specific knowledge, skills, or behaviors that need development. What gaps exist? What outcomes matter?
Process:
- Stakeholder interviews with leadership
- Performance gap analysis
- Learning objectives definition
- Success metrics establishment
Program Design
Using learning science, we design content that maximizes retention. Active learning and real-world application ensure engagement.
Process:
- Curriculum development
- Activity and exercise design
- Materials and workbook creation
- Pilot session planning
Delivery & Facilitation
We balance theory and practice. Participants don't just learn concepts. They practice applying them in relevant scenarios.
Process:
- Interactive workshops delivered
- Practice exercises and role plays
- Real-time feedback and coaching
- Participant assessments
Reinforcement & Evaluation
Post-training support ensures learning sticks. We measure application, not just satisfaction.
Process:
- Follow-up coaching sessions
- Manager toolkit and support
- 30/60/90-day check-ins
- Impact measurement and reporting
Related Services
Training works best when it's part of a bigger picture. Here's how we can help.
Frequently Asked Questions
Common questions about our Learning & Development programs
How long do your training programs typically last?
Program duration varies based on content and delivery format. Executive coaching runs 3-6 months with bi-weekly sessions. Group workshops range from half-day to 3-day intensives. We also offer ongoing programs with monthly reinforcement sessions.
Do you customize content for our industry?
Yes! All programs are customized based on your needs analysis. We incorporate:
- Industry-specific scenarios and case studies
- Your company terminology and processes
- Relevant regulatory or compliance requirements
- Real challenges your team faces
What's your approach to measuring training effectiveness?
We use Kirkpatrick's four-level evaluation model: Reaction (satisfaction), Learning (knowledge gained), Behavior (on-the-job application), and Results (business impact). Pre and post-assessments track skill development, while 30/60/90-day follow-ups measure sustained behavior change.
Can training be delivered virtually?
Absolutely. We offer virtual, in-person, and hybrid formats. Virtual sessions use interactive tools (breakout rooms, polls, whiteboards) to maintain engagement. Many clients prefer hybrid: initial in-person workshop followed by virtual reinforcement sessions.
What's the ideal group size for training?
For maximum interaction and practice, we recommend 8-20 participants. Smaller groups (8-12) allow more individualized attention. Larger groups (15-20) work well for lecture-style content with breakout activities. For teams larger than 20, we run multiple cohorts.
What if we're not satisfied with the training?
We offer a satisfaction guarantee. If you're not happy after the first session, we'll work with you to adjust the approach or provide a full refund. Our thorough needs analysis and pilot sessions typically prevent this, but we stand behind our work.
Ready to build capabilities that last?
Let's design training that actually changes behavior and improves performance.