The TBIP Learning and Development System

The proven learning programmes and materials of our team of expert designers have been fully integrated into one comprehensive learning and development system to seamlessly help our clients overcome any barriers to their personal, educational and professional success; supporting life long learning and organisational excellence.

Our system is well structured and spans seven dimensions of learning and development that build on and reinforce each other; and in each dimension people can develop from basic level skills though intermediary to advanced and more complex skills.

The Seven Learning Dimensions

1. Life
2. Career
3. Job
4. Organisation
5. Team
6. Customers
7. The Wider Community

The system is based on a series of seven personal development challenges and each challenge is undertaken in context to the life stage, situation and aspirations of those taking part.

The Seven Learning Challenges

1. The Life Challenge
Taking responsibility for working towards achieving a happy, balanced and contented personal life and personal wellbeing

2. The Career Challenge
Taking responsibility for earning a good living and working towards achieving a progressive and fulfilling career that maximises personal talents and opportunities

3. The Job Challenge
Taking responsibility for finding the ideal Job and excelling at work to achieve peak job performance and personal satisfaction

4. The Organisational Challenge
Taking responsibility for working in the right organisation and contributing to its overall success and helping it achieve peak organisational performance

5. The Team Challenge
Taking responsibility for working in the right team and contributing to its overall success and helping it achieve peak team performance

6. The Customer Challenge
Taking responsibility for taking good care of customers, anticipating and meeting their needs and adding value through exceptional customer service

7. The Wider Community Challenge
Taking responsibility for making a meaningful contribution to the wider community and contributing to the common good.

Our learning system ensures that people learn how to parallel plan and prioritise their own learning and development and where relevant the learning and development of others across all seven dimensions and challenges; facilitating meaningful personalised learning and development plans.

Our personalised approach ensures that resources are deployed cost and time effectively and that learners have the motivation and willingness to apply themselves to their learning.

Our system has three main strands of development:

1. Professional
2. Personal
3. Educational

The system is presented as three comprehensive development programmes each focussing on one of the strands.

The Three Development Programmes

1. Peak Performance at Work Professional Development Programmes for Organisations

2. Spectra Personal Wellbeing Programmes for Individuals

3. Me Unlimited Educational Programmes for Children and Students

The three programmes are interconnected and constructed in such a way that people can flow from one programme to another as they progress through different life and work stages and situations.

The three programmes are supported by a series of relevant learning modules and excellent learning materials. When combined, the three programmes form a holistic framework for life long learning and development that we recommend starts with young children.

The system programmes and learning materials have evolved over many years as a result of finding solutions to the common problems experienced by individuals and organisations in context to personal, professional and educational development and the research involved has taken the TBIP team from the boardroom to the shop floor, to the classroom and back again.

Our experience tells us that organisations do not always have the skills to attract, keep, motivate and develop the right people or know how to create winning teams and this creates an underperforming organisation functioning way below its potential.

We also know that individuals do not always have the skills to find the right job or know how to progress from one job to another and this can also lead to their underperformance.  The results create a number of problems for both organisations and employees.

We specialise in matchmaking – helping organisations find, develop and promote the right people to ensure they maximise return on investment and helping individuals find the right job and the right organisation including students at school. If we succeed in putting the two together the results are amazing!  We also help organisations and individuals deal with the situations created by mismatching.

The important thing is that the way we work ensures that people can strike the right balance between who they are, what they do and where they work. We make sure that everybody starts at the right place, heads in the right direction, will be in the right frame of mind and have the self belief and confidence to achieve the best possible results in their life and work.

On the premise that each person rises to the seven personal challenges the results will be good for them, good for their families, good for organisations and good for society at large.

The Main Issues that our Learning System and Programmes Address

The main issues that prevent people and organisations from achieving peak performance have been identified as a result of our work with numerous private and public sector organisations and many thousands of individuals and teams in every type of job role and with students at school, college and university are listed below:

1. Many people do not know their own strengths and aptitudes – they are not self aware and this prevents them from reaching full potential and having high self esteem and self appreciation regardless of position or age.

2. Many people are more in tune with their weaknesses and failings than their strengths and potential and this has a negative impact on their confidence, self belief, performance, progression and state of mind and this is starting in primary school due in part to the narrow scope applied to the measurement of children’s abilities.

3. Some people have an over inflated ego and belief system and apply and are appointed to top leadership jobs that do not have the ability to do.

4. Many people do not have personal goals and this impacts on their sense of direction, performance, achievements and motivation.

5. There is a heavy emphasis on technical and professional training and budgets are found for this but leadership and management training do not have adequate budgets or time allocations.

6. Only 2% of Directors and Senior Managers have been trained in their role and this prevents them from leading, mentoring and motivating the people who report to them creating a dilute board and senior team who in turn are not equipped to develop middle managers.

7. Many people in senior posts do not understand the principles of leading learning and development across the organisation and fail to do it themselves or fail to appoint somebody inside or outside of  the organisation to facilitate this for them and with them.

8. Those appointed to lead learning in organisations are rarely on the Board and this leaves a development gap at the top of organisations.

9. Many organisations do not have succession plans or structured career development for their employees and this has an impact on the performance of the organisation and staff at all levels.

10. A number of important personal effectiveness skills are not taught at school and this prevents children and students fro being independent learners and thinkers who take responsibility for themselves.