Our Programme Design Process

STAGE 01

Client Engagement

A powerful programme begins with strong alignment between the learning provider and the organisation. This involves exploring strategic objectives, cultural realities, and the business outcomes leaders must deliver.

REAL WORLD Example:
A global manufacturing company wants to strengthen frontline leadership to reduce escalations and improve team communication. Senior stakeholders identify “decisive action” and “delivering feedback that lands” as critical outcomes. These become anchor points for the programme design.

STAGE 02

Participant Needs Scoping

The design focuses on the participants — who they are, what they already do well, and where gaps exist. This ensures the learning journey is relevant, practical, and grounded in daily challenges.

Through interviews and diagnostics, we discover the specific confidence gaps, preferences, and constraints that will shape how content is structured and delivered.

REAL WORLD EXAMPLE:
Interviews reveal that many new supervisors lack confidence in giving corrective feedback and struggle with conflict. Participants prefer learning in short, applied bursts. These insights shape the structure, content, and delivery format of the entire programme.

STAGE 03

Clarifying the “Moments that Matter”

HPLJ emphasises identifying the critical moments in a leader’s job where improved behaviour will have the biggest impact. These moments form the backbone of the learning journey.

The programme is then designed so that each leader learns, practises and applies skills specifically during these moments, supported by tools and reflection activities.

REAL WORLD Example:
For manufacturing supervisors, three “Moments that Matter” emerge: conducting morning briefings, giving real-time performance feedback, and running safety conversations. The entire programme is built specifically around these three moments.

STAGE 04

Assessing Performance Barriers

Even the best-designed programme will struggle if real-world barriers prevent new behaviours from sticking. This stage identifies obstacles and informs the support structures built into the learning journey.

We build in practical workarounds, tools and manager support mechanisms to ensure the environment doesn’t undermine what the learning has achieved.

REAL WORLD EXAMPLE:
Some supervisors work rotating shifts with little overlap. To overcome this, the programme incorporates manager check-ins during shift transitions, a simple new feedback template, and micro-learning nudges delivered via mobile.