Training is only one means of addressing a variety of issues, from skills gaps, to poor performance or service standards. It is however, an effective and flexible tool, if properly used. Taking a blanket approach is, more often than not, a waste of effort and resources. Training leaves a greater impact if it is designed with specific objectives in mind. As a manager, you may be experiencing issues with staff or with the performance of the department in general. It could also be the case that you have been tasked with restructuring or adopting a radical change in direction and function. It is also natural to sometimes feel out of your depth when you are asked to draw up a business case or operating procedures, conduct a restructuring or risk assessment exercise, adopt key performance indicators and quantifiable targets or even take on board the new assessment procedures. All of this could be addressed through training. More importantly, the right training can be identified and provided through Action Learning workshops, Peer Training, coaching and focus groups. IPS staff are happy to meet with you and discuss your needs and even organise the sessions on your behalf. A number of examples are listed below.