Decades of study shows us that to change the behaviour of a team is to change the results of an organisation. Our goal therefore is to help you achieve a sustainable change in the behaviours of your teams with a specific focus on how they sell, negotiate and communicate.

The Learning Journey

Huthwaite takes the people in your organisation on a journey; from their understanding and skills at the start through to enabling them to do or think differently by the end. But it isn’t just about the amount of time spent on that journey that matters - it’s about the valuable experiences you have within each of the stages you go through. Each behaviour change journey we undertake is appropriate to your unique business environment so we work consultatively with you to agree the best learning approach and then on into skills reinforcement.

The Huthwaite Learning Journey is broadly divided into three phases. As you progress through the Journey your teams will acquire new skills, adopt new behaviours and improve their commercial performance.


Knowledge Acquisition

We start with Knowledge Acquisition, ensuring participants achieve the context and underpinning knowledge required to practice and develop newly introduced concepts


Skills and Practice

We follow with Skills and Practice where participants begin to apply and practice their skills development, supported by a Huthwaite subject matter expert and facilitator. The time and safe practice spaces are built into the learning journey so they feel confident and supported enough to explore and use their knowledge


Workplace Transfer

Then the all-important Workplace Transfer stage begins which ensures participants continue applying the knowledge and skills acquired. This is where we begin to see them change their behaviour in the workplace.

Delivery options

Many businesses are still considering which pandemic-driven changes are set to persist once the current health crisis resolves. For most there will be a hybrid work model with significant numbers of employees shifting to remote work. Considering different approaches will ensure learning is relevant to, and resonates with, all learners. Our digital and virtual capability is enabling us to become ever more agile in the way we deploy our learning and in the resource efficiencies we can deliver for our clients. It is an area of our business that is continually evolving as we seek new and viable ways of working.

We target developments in the way we can deliver learning towards achieving programmes that are efficient, agile, and match the digital standards of our clients.



In the virtual world we currently find ourselves in, delivery of our core programmes via virtual classroom provides participants with a synchronous, live training experience with all the key features of a physical classroom coupled with access to digital learning assets via our collaborative platform. Most importantly, participants are given the space to practice and master skills learned with colleagues and between activities.



For many clients and for various reasons, face-to-face, facilitator-led training is still the best solution to their learning needs. In our busy working days, offering learning interventions away from desks where participants have fewer distractions and can fully focus on the live training, presents a really valuable experience and high impact outcomes.



For the right organisation, having an extended digital learning journey without group based learning, but with significant levels of one to one support, can accelerate the pace of learning and the transfer into the workplace. Participants are guided through a series of activities and content that can be accessed anytime, anywhere from a mobile device, laptop, tablet or desktop.


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Together with Huthwaite we created a tough programme to challenge our senior team. Ultimately, we wanted them fully invested in our learning journey – to understand, practice and believe in the new skills and language we were introducing. If the desire for change is there within our business, championed by our senior leaders, then we can really create the conditions to motivate people to learn and practice their new skills with enthusiasm.

Jennifer BlecharDirector, COO, Applications Sopra Steria
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Our world-renowned research, insights and development approaches are delivered in bite sized chunks via a secure, collaborative learning platform, enabling participants to learn on the go and build skills incrementally – one behaviour at a time. They are guided through a series of activities and content that is accessible anytime, anywhere from a mobile device, laptop, tablet or desktop.

How does collaborative learning drive behaviour change?


Retain knowledge

Increases knowledge acquisition and retention

Using collaborative learning can lead to increased engagement, better retention of knowledge and application of skills in the workplace.

Increased confidence

Increases participant confidence

Not only will participants strengthen their existing skills by having to guide others, they, in turn will learn new approaches and skills from their peers – increasing conscious competence and therefore practical application.

Contribute naturally

Enables everyone to take part

Collaborative learning gives space for everyone (even those who are normally shy in a group setting) to contribute naturally.

Distributed knowledge

Improves knowledge sharing

Teams can combine and share crucial sector, industry and produce knowledge. This can be combined with our unrivalled research-based expertise in the crucial commercial skills required to apply this knowledge.

Improved relationships

Improves relationships across teams

The rise of remote working means that teams are often in different buildings or even countries. Collaborative learning allows people to foster a relationship across remote locations and retain a strong sense of community with others.

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Learning becomes more relevant and timely

Because it happens at work within the context of your own organisation and the natural flow of work.


Learning for the workplace requires experience in the workplace. Our approach to workplace transfer involves just-in-time refreshers alongside assignments and activities that take place within the collaborative platform and enable application of the skills learned. These provide on-the-job practice opportunities to facilitate behaviour change.

Robin Hoyle, Head of Learning Innovation, Huthwaite International

In today’s climate there seems like no better time to emphasise its value as part of a collaborative approach to learning where the skills, behaviours and mindsets that form a classroom or group learning experience can be brought into every day, personalised experiences. This can help people learn more quickly and retain that knowledge for longer.

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