Our approach to creating programmes that deliver results for current and future leaders uses a three stage process to make sure that the programme delivers the changes that are needed by the organisation.

ALDE approach

It starts with Assessment to clarify and pinpoint the changes that are needed to achieve the objectives of the organisation. Next comes the Learning and Development stage to help the individual employees build up the new skills and behaviours they need. Finally the Embedding stage where the newly learned skills and changes are re-enforced and monitored to ensure that the changes are delivering the results that are needed. Within each stage we tailor the package to the needs of the organisation and draw from the best products on the market.


In a traditional training context this is often referred to as a training needs analysis, but we go much deeper using a wide range of different tools such as engagement surveys using the Primary Colours® Toolkit, MBTI psychometric profiling and other diagnostics to build a clear picture of the current position, where the issues are and the changes that are needed. These assessments can also form the basis of the HR indicators that will be used to monitor the results the programme.

Learning and Development

To change the way that people operate within an organisation, it is essential that they not only learn new about skills, but have the opportunity to develop and practice these skills in an appropriate context. So while there are many excellent resources in books and online, we combine this with practical learning opportunities in training sessions to develop the skills in practical ways. We are accredited to use the most successful products on the market to develop your current and future leaders including John Adair’s Action Centred Leadership and the Primary Colours® model of leadership. We have also developed a range of specific modules that address many of the most common issues faced by organisations. Other models that we use include Situational Leadership (Blanchard and Johnson), MBTI, The Cultural Web, Appreciative Inquiry (Cooperrider), SWOT, PESTLE, Six Sigma DMAIC and Phases 1 to 6 of the Adizes’ Leadership Methodology.


This is a crucial stage to make sure that the investment in the Assessment and Learning and Development stages deliver the required benefits to the organisation. During the Learning and Development stage participants will have created their own personal action plans for the Embedding stage. In addition we will typically also use a combination of assessment, peer evaluation, practical projects, focus groups and review events to make sure that the results are fully embedded into the organisation.