Build Your Own E-Learning

E-learning can be a great way to provide employees with the knowledge and skills they need to improve their performance now and in the future. The best e-learning offers users an interesting and engaging approach which matches the specific learning needs of their business. Unfortunately creating e-learning from scratch can be a time consuming business.

Predaptive are able to offer organisations the ability to tailor our e-learning content to meet their unique needs quickly and cost effectively. In addition to our 20+ core e-learning modules, we can offer the flexibility to allow you to build your own content from over 200 individual learning elements.

If you’ve looked at e-learning and found that the topics available don’t quite match your needs then Predaptive’s building block approach may be the solution for you. We’ve built tailored modules for customers to support larger training initiatives, and to provide for a niche need such as Networking Skills and Managing Your Appraisal, which can be available to learners in days rather than months. Made from best practice learning material, learners see a professional product designed to meet their learning needs at a fraction of the cost of a bespoke solution.
To find out more about how Predaptive can build your e-learning from our unique selection of over 200 learning elements contact us.

Feeding The Development Need

Developing the people who work in your business is a good idea. People often feel they should be providing learning opportunities across the business but budget and time restrictions mean they feel limited in what they can offer and who to.

We’ve found that the employees who get most out of learning are those who actively seek them out, who look for development and feedback opportunities, and make plans to put their new learning into practice. These aren’t always the people who are requesting that their company funds their MBA, but who are trying out new skills, asking for advice and reading widely.

E-learning can be an excellent solution to provide a broad range of learning topics available to people as and when they need it, and delivered at a pace that suits them. A cost effective approach to providing a wide range of material to a broad base of the organisation, our e-learning can be used to help people gain an understanding of core work skills such as:


Time Management



Appraisal Interviewing

Dealing With Difficult People

Interviewing Skills

Management Communication

Motivating Employees

Writing Reports

Letter Writing

Managing Meetings

Decision Making & Problem Solving

Handling Discipline & Reprimand

Gaining Agreement


Telephone Communication

Sales Awareness

Customer Care


To find out more about how you can provide high quality learning material cost effectively across your organisation contact us.

Protect And Perfect – A Serum For Success

Boots have been hitting the headlines over the last week with their Protect and Perfect anti-aging moisturiser. People have queued outside the stores early in the morning to snap up new supplies following positive publicity.
Creating a buzz has created a demand for the product that simply wouldn’t have existed. Moisturiser sales as a whole have increased, rather than just the new serum.
It may be that the early morning queuers would look younger for a full night’s sleep, but research had shown them that the way to look young was to buy Boots’ product. Boots’ had paid for that research and the tests did not compare against competitors, but the results showed that Protect and Perfect worked, and so it sold.
This was an inspired piece of marketing from Boots, and inspired marketing can make your learning and development budget go further and deliver more. When using e-learning, one of the concerns organisations express is a lack of take up compared to off site training activities. Off site training activities are usually planned in and advertised within the organisation, people receive multiple communications about the programme, the logistics, what to do and what to expect, but that same effort is often lacking when e-learning programmes are rolled out. This lack of positive communication can give employees the impression that e-learning is second best.
When implementing a new e-learning solution company wide it pays to plan the communication, to build some anticipation – to create a queue. When launching our e-learning in their organisations customers have run teaser campaigns, held launch events, organised e-learner kits for people who pre-register, and designed quarterly news bulletins to keep interest levels high.
When interest levels in e-learning are high, we often find that interest levels in all learning and development are high, and people are prepared to consider routes to success beyond the traditional training environment.
These approaches, when planned in advance, build real enthusiasm for e-learning, and give it a real sense of worth amongst employees. Ongoing success stories, awards and news keep the buzz going, and keep the e-learning young and fresh, which is what everyone wants.

Managing Change

Change is a day-to-day reality for organisations. In order to succeed they have to be able to adapt. But there’s no single model of change and no single solution to managing it effectively. Many kinds of organisational change occur, for example, culture change, restructuring, reorganising, each of which may mean something different to different people and in different organisational contexts.
The Kubler-Ross Change Curve
This process was developed by Elizabeth Kubler-Ross on the basis of her work with people undergoing change. It identifies the typical stages that people go through in response to change. To manage the process effectively it is essential that managers can first identify the stage that their team is at and then adopt appropriate strategies.

Stage 1 – Shock
Shock and surprise to the event or announcement.
Stage 2 – Denial
Denial of the change and finding ways to convince yourself and others that it isn’t really happening.
Stage 3 – Frustration
On the way down and experiencing anger and frustration. Often accompanied by a tendency to blame others and lash out. No acceptance of the change yet.
Stage 4 – Depression
Hitting rock bottom and experiencing depression and apathy. Everything seems pointless and purposeless. Lack of self-confidence.
Stage 5 – Experimentation
This is where people who haven’t given up entirely and opted out of the process, start to experiment with the new situation and try new things out.
Stage 6 – Decisions
Deciding what works and what doesn’t. Coming to terms with what’s happened and beginning to feel more optimistic and positive.
Stage 7 – Integration
Integrating the changes into life so it becomes part of the way things are now done.
The 21st century manager has a range of roles, each important, each different and often competing, understanding those roles and balancing their demands is the key to success in the modern workplace. For more information on managing effectively and developing the skills to have a clear view of the responsibilities and requirements of a management role and a sound understanding of how your behaviour can set the tone and pace for your team why not attend our Fundamentals of Management course.
For more information contact us.

Competency Frameworks

What Is A Competency?
The term competency is now generally defined as the behaviours that employees must have, or must acquire, to input into a situation in order to achieve high levels of performance.


Competencies emerged in the 1980s as a response to organisational changes and to wider changes in society. These changes included:

  • Flatter organisational structures resulting from the reduction in management layers
  • Employees being required to show more flexibility by developing a wider range of skills and adapting to changes in working practices
  • Increased globalisation of organisations, demanding the introduction of a consistent set of standards within different cultures
  • Effective use of competency frameworks was thought to provide employees with a clearly defined set of objectives, and managers with a consistent measurement tool that could be used across geographical, cultural and work boundaries.

Examples of some of the most widely used competency headings include:

  • communication skills
  • people management
  • team skills
  • customerservice skills
  • results-orientation
  • problem-solving

Uses Of Competencies

  • Training and development – identifying gaps and helping employees develop in the right direction
  • Development, promotion and succession planning – assessing employees’ readiness or potential to take on new challenges
  • Annual appraisals and/or performance related pay – appraising and managing performance according to competency
  • Recruitment and selection – choosing the right people to join and progress in an organisation
  • Change management – using competencies when restructuring or dealing with other cultural changes
  • Grading structures


Recent research has reported that the top 5 uses of competencies were appraisal/performance management, training and development, selection, recruitment and promotion. An effective competency framework however has applications across the whole range of human resource management and development activities.

The main benefits of a competency-based system are:

  • Employees have a set of measures to work towards and are clear about how they are expected to perform in their jobs
  • The appraisal and recruitment systems are fairer, more open and more objective
  • Processes are measurable and standardised across organisational and geographical boundaries
  • Performance management is made easier through having clear measures of performanceFrom the CIPD Competency and Competency Frameworks fact sheet, latest revision April 2007.

We can work with you in using competencies ‘out of the box’, or, as is more common, to adapt it to your own organisational requirements including integrating it with your own existing competency collateral. We work with Predaptive‘s Pre4M Competency Framework to help you get the most from competencies.

To find out more about how Structured Training can help your organisation develop and implement an effective competency framework contact us.


Many organisations are struggling to enable real learning (not just training) amongst a diverse population of employees in a way that is accessible, engaging, effective and aligned. Meanwhile self directed employees are becoming more demanding and are taking charge of their own development at a rate that many learning and development functions cannot keep pace with.
What are the benefits of e-learning?

  • Access relevant learning opportunities 24/7/365
  • E-Learning is not a sticking plaster solution, it needs to be built around a solid competency framework and deliver against learning objectives to provide real, structured, development
  • Learn at their own pace, at times that suit them
  • Choose the skills they want to improve and focus their learning on real need
  • Take bite sized chunks of learning as and when they need them
  • Join a group of learners or go it alone
  • Record their learning and develop a structured plan of development to suit their needs

All of our  Courses can be supported by E-Learning. Our e-learning modules are designed to meet the requirements of individuals, teams and organisations with each group being able to draw learning differently to meet their unique needs. Participants attending any of our open programmes will have access to a free e-learning module post course, allowing them to extend their learning experience.


Employees can also take advantage of free learning from providers world wide through MOOCs (Massive Open Online Courses).  These range from tiny one person providers sharing their knowledge through to world class universities such as Oxford and Harvard, as well as distance learning pioneers and experts like the Open University.  Whether you want to boost your mathematics abilities through the Khan Academy, learn more about the psychology of your buyers from Warwick University or simply expand your horizons with classes in the History of ARt and English literature from University of Oxford there is an e -learning opportunity for you out there.