Ormond Coaching and Training, established to meet the learning and development needs of individuals and organisations, designs learning and development interventions in consultation with you.  For a business to survive it needs People, Capital and Time.   Research has shown that time and effective management of that time affects every aspect of every business.  Ormond Coaching and Training will work with you to help you maximise the use of your time and achieve improved results by developing the skills and competencies of your staff. 

Ormond Coaching and Training specialise in personal, leadership and team development.  We customise learning and development interventions to meet your current needs.

We specialise in:

• Personal development and growth
• Leadership and management development
• Team development through Belbin Team Roles

Methodologies include 

• Group training workshops
• Action Learning Sets
• 121 Coaching
• Consultancy and meeting facilitation
• Specific support areas

Our Approach

Our purpose is to inspire and empower people to develop their skills and strengths to maximise their potential and find fulfilment in their work and life.  Our focus is on people development, your development.  We work with you to help you identify opportunities to move forward to greater success.  To achieve this all interventions are tailored both in content and in approach to meet the needs of the organisation and the participants. 

• Learning and Development outcomes are discussed and agreed prior to development of programmes
• The different interventions are discussed and agreed to meet the learning objectives and match to the learner profile
• Workshops are run using a highly participative and interactive style where challenges, common scenarios and situations are shared and discussed in an open and relaxed environment. 
• All interventions are run to ensure transfer of learning to the work place

Dymphna believes that organisational success relies on the ability of each and every employee to learn faster than the competition.  In fact, learning may be the only competitive advantage that matters in the 21st century because all other advantages rely on it. 

Ensuring Transfer of Learning to the Workplace

1. All participants identify their needs and challenges at the start of the intervention 
2. The participants state what they want to move towards rather than away from creating a positive environment from the start
3. Throughout the day discussions, exercises and role-plays are introduced and debriefed linking back to the programme and participant's objectives and challenges. 
4. All attendees complete an action plan detailing what they have learnt, how they will use this information, how they will measure progress, what obstacles they may encounter, options to remove the obstacles, support needed and how they will evaluate their progress with time lines.