Company Induction! The bane of training managers and HR executives everywhere. It doesn’t matter how or who delivers them, they are generally greeted with a groan.

I had to smile to myself when last year a friend drove down from Birmingham to stay with me in Reading, the night before her company induction in London. Returning the following day, I was obviously keen to learn how the day had gone. Unfortunately it was an all too familiar story. Having fought her way into London costing her company a load of cash for the privilege, the day had gone much like many other inductions. It hadn’t started on time because of the number of people travelling from various locations into the capital. The chairman had been unavailable so a senior executive had done ‘death by PowerPoint’. Following the lunch (apparently the most interesting part of the day), she’d fallen asleep in the Health and Safety talk and by the time she arrived back at my house needed an osteopath to compensate for carrying the hefty out-of-date ‘company handbook’ back across London. To make matters worse, she’d been working for them for four months and had found out most of the information by trial and error. Having furnished her with a glass of wine, I took my friend through the Headline

e-Learning approach to Company Induction.

Headline embraces John Kotter's observations on why change initiatives in so many organisations fall adrift. John P Kotter, a world renowned expert on Leadership and Change, suggests the following reasons that Organisational Change often fails:

“Don't be afraid to take a big step when one is indicated. You can't cross a chasm in two small steps”

David Lloyd George

Manager as Coach

Headline promotes best management practice within organisations by adopting a coaching philosophy and methodology

Businesses are today working within rapidly changing circumstances which make considerable demands on the staff and their managers; new skills are needed and staff are likely to feel less confident in their work as a result. Increasingly the individual has the responsibility for career and self development but also recognising that employers and managers have a role to play in supporting development activities.