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Our Services



We offer consultation services for groups of decision-makers, implementers and international development practitioners, working in function or project teams - in complex organisations of social change.

In-House Training

Build your own training programme with a customised in-house course for your organisation.  Mix and match objectives and topics, location and course length, and number of participants to perfectly suit you.


We run participatory and holistic open training courses in South Africa, Thailand, Belgium and the United kingdom as well as in-house training to meet your personal and organisation-wide needs.


Facilitation is the conscious process of assisting a group to successfully achieve its task while functioning as a group. This involves reflection, learning and creativity through the safe expression of opinions, views and perspectives.


Professional coaches work with staff in all kinds of organisations, not just sport, helping them solve work and personal challenges to achieve huge success.


We regularly run forums and events to support continuous learning and sharing for development practitioners.




Although the meaning of learning ‘space’ has been extended to include virtual and conceptual space, we very much believe nothing can replace the face-to-face learning experience. We understand learning to be a reflective and ongoing process, where an individual needs to move between different stages in iterative cycles.



Our learning approach

Learning requires continuous engagement in 5 core learning processes.


1. Reflection – slowing down, creating space, paying attention, creating new patterns of thinking, creating alternative interpretations, creating new theories of action.

2. Dialogue – participants working together toward common understanding, finding common ground, re-examining all positions, admitting that others’ thinking can improve on one’s own, searching for strengths and value in others’ positions, listening to understand.

3. Asking Questions – seeking clarification, probing assumptions, reasons, and evidence, highlighting viewpoints and perspectives, probing implications and consequences, questioning the questions

4. Identifying and Challenging Values, Assumptions, and Beliefs – asking questions (testing assumptions), surfacing mental models, seeking evidence, understanding inferences.

5. Seeking Feedback – asking for and providing feedback on experiences, assumptions, perceptions, and actions.


These learning processes are essential for creating a healthy and productive learning culture for individuals, teams and organisations.



We can refer to Honey and Mumford’s model of four learning styles (activist, reflector, theorist and pragmatist) or more meaningfully to Kolb’s experiential learning. By experiential learning we mean the construction, acquisition and sense-making of knowledge, skills and values through experience-based systematic reflection.





The more effective and transformative assignments are those when both ourselves and our clients share a desire for mutual learning, relating and growth. We too, as consultants, need to continuously reflect and make sense of our practice. A better developed sense of self enables us to provide more supportive exchanges with the people we work with.

Whatever the context or organisation we work with, we try to foster a learning space where individuals and groups can learn from resource persons and from each other on multiple levels. Where possible we work with double loop learning; allowing space and time for reflection to embed new experiences.






Our participatory approach

A Tried, Tested & Refined Approach


Over the past 35 years we have developed a tried, tested and refined participatory approach to facilitate effective learning. Our methodology is consistent whether we are facilitating a short training course or working with longer term processes involving multi stakeholder groups.