Partner with Discovery Learning

Partnering with us will support you and your organisation to design, implement and sustain the changes and culture desired.


Business Modelling

Strategy is about creating and delivering the future. A leader’s role is to recognise what good strategy looks like and understand how to implement it to ensure the future for your organisation. The leader must inspire and bring the team along, they implement the plan.

  • getting the right strategy; avoiding short-termism and balancing competing demands
  • aligning strategy, systems and people for organisational success
  • right size the organisation, ensuring the structure and span of control are aligned to the strategic intent
  • sustaining change initiatives through building capability

Executive Coaching

Sustaining attitudinal change is reflected in decisions and actions long-term. An attitudinal shift is like getting into a vehicle and putting a seat belt on (i.e. unconscious competence). It becomes a core value and a consistent behaviour. Implementation of behavioural change is often hindered by the “Hawthorne Effect”- short-term behavioural change while being observed.

We coach and we train you to be workplace coaches

Coaching is about continuous improvement of performance. Organisational results are achieved through individual and team effectiveness.

We start with the core values and desired behaviours, i.e. treating each other with respect, responding not reacting to what others say and do. Believing the best and expecting the best from team members rather than jumping to negative conclusions.

Competency Frameworks

A systems approach that effectively monitors, reviews and builds capacity based on tangible, objective and observable criteria aligns business needs, people and outcome. Our experience has led us to the conclusion that organisations recruit, promote and seek out people to fill a gap. This gap is often filled in reaction to an immediate need rather than having an effective workforce planning strategy that is values-based and inclusive of the specific knowledge, skill and behaviours required to achieve excellence. Hence the short-term need compromises the long-term business success.

Leadership Competency Framework

A leadership competency framework defines the leadership requirements that are common to all leadership positions. It enables an organisation to effectively recruit, monitor, review and build capacity in its leaders based on tangible, objective and observable behavioural criteria.

Technical Competency Framework

A framework to align performance with business needs, not individual preference. A technical competency framework defines the technical aspects of each role and function. It sets out desired standards, knowledge, skills and behaviours required to fulfil each function.

Leadership Development

The purpose of our leadership development programs is to create a wide array of skill and competency development for a targeted group(s) such as Executives, Future Leaders, Superintendent, Front-line Supervisors or new Leaders. These programs are designed to align with company values, purpose and agreed leadership competencies. We start where you are and take you where you want to be as a leader. Leadership development is a self-drive journey.

Our Leadership Programs present a balanced blend of theory and practical exercises as key learning tools. The scenarios are developed from genuine industry situations to ensure a cultural relevance and transference back to the workplace.

This program focuses on strategic thinking and analytical processes for driving organisational excellence.

Strategic thinking is a skill that can be developed. It implies, “Nothing is more dangerous than a single idea”. A strategic thinker will develop a mental model of the complete system of the value creation pipeline and its interdependencies.

Strategic thinking is not strategic planning. It is the thinking within the strategy to challenge existing assumptions, the thinking on time and the measured timely responses and intense focus on aligning success mapped to the strategic plan. It is the consistent thinking and action within the system.

Strategic thinking

  • defining what it is and the elements
  • a model for strategic thinking
  • exploiting digital disruption as a strategic advantage
  • applying the concepts and models to own business

Planning and analytical processes

  • planning processes & systems
  • executing with passion, urgency and the big picture in mind
  • timely and rigorous analysis
  • analysis leading to sound considered recommendations
  • negotiation and influencing processes
  • problem-solving and criterion based decision-making

Managing and facilitating change

  • change & transition as separate processes
  • managing setbacks & imposed change
  • selling the change with conviction & ownership
  • defining and establishing a deliberate culture
  • revisit organisational values
  • define culture as a set of behaviours

Self-management: values, attitudes and behaviours

  • understanding the impact of our own behaviour
  • congruency as a leader from values to behaviours
  • how best to manage the behaviour of others

This program is for people wanting to transition into a manager’s role with broader cross-departmental influence and responsibilities.

The conceptual skills include:

  • planning and analytical processes
  • preparing and presenting business cases
  • preparing and presenting strategic and business plans
  • strategic thinking
  • problem-solving and criterion based decision-making

The interpersonal skills include:

  • understanding the impact of our own behaviour
  • how best to manage the behaviour of others
  • communication and conflict management skills
  • networking and relationship skills
  • coaching and performance management
  • managing and facilitating change
  • negotiation and influencing processes

This program is designed for people moving from supervising a team to departmental responsibilities. The transition from the role of team leader to business leader requires a different skill set and managing greater complexity.

  • understanding the role, function and responsibilities of a superintendent
  • strategic and business planning overview
  • hierarchy of strategy
  • communicating SMART objectives
  • strategic analysis/thinking skills
  • leadership responsibilities
  • SL 11- adapting your personal style
  • coaching & getting the best out of others
  • shadowing for promotion
  • professional writing standards
  • preparing a business case

This program is for frontline supervisors and/or leading hands. Why are supervisors so important? Supervisors are the key to high performance and safety in the workplace. The program focuses on both the ‘soft’ and ‘hard’ skills required to be an effective supervisor. These include:

  • understanding the role, function and responsibilities of a supervisor
  • taking initiative to improve performance
  • safety Leadership
  • resolving conflict and building teams
  • planning and prioritising
  • managing time
  • communicating expectations
  • delegation skills
  • decision-making and problem-solving
  • developing work priorities
  • respecting and promoting diversity
  • providing performance feedback
  • creating performance improvement plans
  • continuous improvement
  • managing your manager

Most high-performance skills require practice for true learning to occur. In this program, supervisors get to practice using the tools in a team environment that they will be expected to use at work. They create both an action plan for further improvement AND they commit to an assignment that transfers the learning direct to the shop floor.