Frequently Asked Questions

• It can be completely customised to their organization and to the daily challenges managers face

• There is a much more accountability built into the learning process than with there is on other development programs

• It applies adult learning principles of bite-sized chunks of information which makes learning stick

• Simple and practical language that suits their business

• Lots of opportunity to apply learnings in daily work

• Forum to talk together to embed those learnings

• Leader coaching maintains accountability for applying learning

The skill topics for each program address the management and leadership needs of individuals operating at various levels across the organization. Please see the program overviews for each program:

High Performance Leadership Program Overview

Active Manager Program Overview

Advanced Manager Program Overview

Advanced Manager Program Overview

Active Contributor Program Overview

Making training stick means reinforcing what is learned. We do that through a tight focus on making it easy to learn and practice the skills through a combination of online Learning, one to one coaching and peer group learning.

• The program delivery is fully customized through the internal coaching and co-lab (peer learning) groups in your organisation

• Learning is internalised through discussion with their leader and peers, but mainly through practicing the skills repeatedly and deliberately. Better management behaviours become habitual through repetition.

• Individual coaching doesn’t usually work through a series of courses in a structured, easy to access way

• Coaching tends to be reactive – the coach is only as good as the learner allows them to be

• The coach is usually the only source of insight. Learners gain as much from engaging with their managers, and interacting with their peers as they do from the content in our programs

• 1:1 coaching doesn’t allow for the development of a common language or a company way of leading

• 1:1 coaching is good for individuals, especially as they move into leadership. But it does not lift the quality of a whole layer of management

It isn’t necessary to customise the content – we are giving learners universal concepts of management which they internalise through practicing the skills, coaching from their manager and learning with their peers. That is a much more powerful way to customise the content

• 12 months. This is very important: one of the reasons people retain much more of what they learn with us is because their learning is layered over time. The skills and attitudes build on each other

• The other point of difference from one-off workshops is that when people leave the training room, they move out of learning mode and back into work mode. In our program people stay in work mode for 12 months, and their work become part of their learning

• For learners, approximately 2 hours a month - 30 minute online learning 15 minute 1:1 coaching session and 60 minute co-lab group session

• For leader coaches, approximately 1 hour a month - 15 minutes for online learning, 15 minutes for 1:1 session and 30 minutes review with facilitator

• We use the industry standard Kilpatrick method. Level 1 is learner experience. Learners have to rate the content to complete the course. We use a 1-5 rating, with 1 being poor, 3 good and 5 excellent. Our 3, 4 and 5 combined score is 97%

• Level 2, skill improvements. We undertake a competency assessment at the start and finish of the program.

• Level 3, learning outcomes. We carry out an NPS with learners. Clients have the option of using our Contribution Pulse to measure changes in perceived levels of discretionary effort.

• Level 4, business outcomes. As it is spurious to attribute financial outcomes solely to training, we measure perceived value by undertaking an NPS survey with sponsors and decision-makers.

Yes, go to Testimonials page https://thebreakthrough.co/testimonials

• Many of our facilitators have had senior roles in larger organizations, and have an appreciation for structure, process and management skills as they personally experienced it

• Typically, they have experience working with clients as coaches or advisers, where facilitation and mentoring are key skills.

• All of our facilitators have gone through an 8-hour Breakthrough Partner certification process then get further training and support on our approach to facilitation.

The content is the same across all locations – while different facilitators will illustrate the content with their own experiences, the message is always the same, the exercises are the same. People don’t choose the same skills to practice, but they do share the context and the language they develop together through the program.

• Often the facilitator will have a prior relationship with the organization and have a good understanding of what the organization is trying to do. They will spend time with the leader coaches to get an appreciation for what that means for learners, but also with sponsors to ensure there is alignment between what is being learned and the organization’s goals.

• We encourage sponsors to make the connection at the program induction, providing context for the program

• In the 1:1 coaching sessions, the leader coaches will be making sure the learner’s skill development lines up with the overall objectives

The first requirement is that they specify what they are going to apply, how they are going to act differently – that is the focus of the content

People then review with their leader coach what they’ve chosen to apply and what they’re learning as they practice the skill. This provides accountability as well as support and guidance. The same is true of their involvement with the co-lab group.

Finally, any slippage in learner involvement will surface in the leader coach-facilitator review

• When traditional workshops finish, the content is gone forever. In our program, people often go back to previous courses to review material, both in the online courses and in the printed workbook

• There are other programs available, and clients may choose to engage with their facilitator separately for review sessions

• We understand the importance of ensuring confidentiality and privacy of the data collected during our training. As such, we implement a number of measures in adherence to common international best practices to ensure the protection of your employees' personal data.

• We utilize strong access controls, including multi-factor authentication and role-based access, to ensure only authorized individuals can access the data.

• We use encryption to protect data both in transit and at rest.

• Our data retention policy ensures we securely dispose of data that is no longer needed.

• Additionally, we provide clear and transparent communication to your employees about how their data will be collected, processed, and used, as well as their rights to access, correct, and delete their data, in compliance with common international standards such as the General Data Protection Regulation (GDPR)

• Additional information on our Learning Management System privacy and data security

Yes, our facilitators are usually familiar with talent strategies from their previous roles. Our product specialists at The Breakthrough Co are well-equipped to show how a more capable middle manager group can support your talent development objectives (we have a specific course on the subject).

We have a rapid development product life cycle, we continually collate research future use. This comes from the best journals and books published over that time, but it also allows us to see what practices and trends endure. Frankly, what we cover in the program is timeless – the same fundamentals have stood for a long time.

• Our Active Learning Partner will work with you to assess your requirements and provide a detailed proposal that includes the program(s), number of people and pricing for the timeframe.

• As a rule of thumb, most orgs have 10% of their workforce complete the program over time, covering middle managers, their managers, and possibly team leader/future leader level.

Our learning management system (LMS) is available in 40 languages.
Video & Workbook content and Facilitation can be delivered in additional languages. Talk to us about your needs.

Yes, our program fees include a Learning Management System (LMS)

Yes, we can deploy our training content on your Learning Management System (LMS). There maybe an additional set-up cost applicable depending on which LMS you use.

• Our customer success team coordinates with you and your Active Learning Partner to gather details in a simple onboarding form. This information is then used to give access to the online learning content on the Learning Management System and set up the ongoing communications and cadence of co-lab group sessions. Workbooks will be sent to your organization. The program kick-off is usually an in-person or online induction session with your Facilitator.

• The length of the process can vary depending on client timeframes and confirmation of information required to set up the systems. We usually suggest that it takes two weeks as a minimum.

• To begin the process, we will send you an onboarding form, which captures all the information needed in one place. This allows us to quickly gather and process the information.

• You will be connected with a dedicated relationship manager who works closely with you from the close of the agreement through the entire onboarding process. They will support you and answer any questions as well as manage the process to ensure as seamless experience best outcomes

• You’ll get information beforehand so you have a clear understanding of the program and how it works.

We set up an induction session with the managers who will be participating in the program. This is to share the purpose, how the program works, expectations and commitments as well as to understand what they want to get out it. We ensure that the induction is an open space so that any questions can be answered.

• We communicate by phone call and email. We are happy to meet with clients in person and online if this is preferable.

• We like to check in with them during the beginning, middle and near the end of their learning journey.

At the beginning of onboarding, we discuss that the program resources are the workbook provided and the online courses. The online courses are available on a learning management system that can be accessed on any device, such as computer or mobile phone anywhere anytime. We explain the importance of being able to watch or listen to the videos (audio only is also available) and that it is ideal that they do this whilst using the workbook. However if they may choose to use just the workbook if this is their preference.

• We supply managers and partners with resources which will help the employees get a greater understanding of the program and most importantly, how it differs from other programs.

• The induction is also a great place to start. We like to begin the inductions with a question that will allow the employees to relax, open up and understand that they are in a safe space.

• Providing real life examples of the program and the impact it has had on other people creates enthusiasm. We like to give examples from different points of view and personality types, so that learners understand that the program isn’t just for one ‘type’ of person. Emphasize that this is a program about being real, authentic and human.

• Remember that for some employees they have probably attended some form of training that didn’t stick and wasn’t great, so use this to help explain just how different The Breakthrough Co program is.

• We have a consistent process which we follow with each client to make sure every group that starts a program is provided with a high quality experience.

• Your Relationship Manager works closely with the HR leaders/executive sponsor and your Active Learning Partner to understand your needs and align with them.

• An important part of ensuring consistency and outcomes is the connection and engagement with the people starting at induction and then in each co-lab group. Some organizations choose co-labs to be in-person, online or a mix but what is critical is that they show up having done the work and ready to share their learning.

• Our Active Learning Partner provide a detailed proposal based on your needs and preferences that includes the program(s), number of people and pricing for the timeframe.

• This quote will be based on a monthly subscription price. Please note that all quotes given do not include any relevant taxes.

• As a guideline, the subscription fee is $395 per learner per month for 12 months. The same fee applies to leader coaches (learners’ managers).

• As a rule of thumb, most organizations have 10% of their workforce complete the program over time, covering middle managers, their managers, and possibly team leader/future leader level.

The minimum number of learners participating in a program may vary depending on the client’s objectives and program design. However for effective group interaction and engagement, it is generally recommended to have at least 5-7 learners participating in the program. This number allows for diversity of perspectives and contributions, as well as facilitating group dynamics and discussion.

The cost of a program can depend on a variety of factors, including whether an internal facilitator or an external facilitator is used, the program’s duration and the number of people being enrolled.

Yes. take a look at pricing.

• If you are paying directly to The Breakthrough Co, the payment structure relies on a monthly subscription fee (unless otherwise arranged) that must be settled by the 20th of each month.

• If you are paying directly to the Partner who is running the program, they may have their own payment terms.

Our standard arrangement is monthly invoicing. However there may be alternative methods available to you such as direct debit. Please discuss payment terms with your Partner or Relationship Manager.

In our program’s intentional design to make learning stick, coaching and peer group learning components are integrated, and we don’t offer or price them separately.

Yes. We can offer a special rate for signing up for a longer-term contract or paying for the program upfront. However, please note that terms and conditions will apply to these arrangements.

• All material fees, like workbooks are incorporated into the monthly subscription costs so you won’t need to pay any additional fees beyond your subscription price.

• If, for example, extensive travel is required for delivery of the program, these costs should be discussed at the outset of the program with your Partner and/or Relationship Manager to determine if additional payment may be required.

• In the event that a learner or leader coach resigns from the program, we require that you provide us with a minimum of one month’s notice to facilitate a smooth offboarding process. This involves removing the participant from the Learning Management System (LMS), notifying relevant parties in accounts and administration, and carrying out any necessary background processes. While we understand that cancellations may arise unexpectedly, we aim to be accommodating and adaptable wherever possible.

• If your organization does not want to continue with the program, please provide us with 30 days notice, and we will not continue to bill you from this date onwards and no penalties will incur.