How we work

The IMD talent management team operate through the delivery of the 70:20:10 learning and development model (described below). Throughout any talent management task IMD is naturally focussed on the needs of our client and we seek to build a strong, collaborative relationship, in any of our engagements.

10% – Training:

The IMD Learning & Development Centre, BMC, has a successful 40-year history of delivering certified and accredited training, along with bespoke courses, to more than 25,000 people. Not only do we provide stand alone training but also our Learning & Development Centre provides training in support of the IMD consultancy capability areas of:

·        P3M and Project Controls

·        Systems Engineering

·        Cost Management

·        Commercial / Procurement

·        Talent Management

20% – Coaching:

This is a core activity for IMD internally and for our clients. Our coaching is based not just around a piece of training received, but delivers more broad enhancement of our clients and encourages adoption of new cultures, behaviours and working practices. We look to boost client’s hard and soft skills, to build confidence and capability in individuals and teams, encourage people to understand their working environment, and the working communities they operate in. We are successful in our coaching because the IMD team are practitioners in their fields or widely experienced delivers. This means when we provide coaching support we bring multiple view points and experiences from a vast variety of industries. This depth and breadth of experience is a consistent source of positive feedback from our clients.

70% – Learning Pathways – structured ‘learning by doing’

For IMD the 70% of learning that is done ‘on the job’ is often the area which receives the least focus, but is the most impactful for embedding any learning and development. Through design of learning pathways, that can be supported by web based tools, IMD will create a pathway that brings structure to the transfer of learning direct into your work place, at the point of work. A learning pathway will typically contain a set of tasks, integrations and questions which are designed to trigger activities, practice new skills, undertake training, prompt conversations, learn from experience and to reflect.

Throughout each pathway the learner is accompanied by a mentor or coach, which can be further supported by the web based tools (this has proven particularly useful for clients who operate on remote sites / locations).

To build a learning pathway IMD works closely with our clients to understand their goals, target operating models or desired skills and competencies. In conjunction with standardised learning pathways IMD can design and deliver a bespoke learning pathway in, for example, graduate and leadership development, executive management, cyber security or across any of our IMD capability areas.

IMD Group’s vision for talent management is for us to ‘work ourselves out of a job’ by setting the pathway to a sustainable and enduring transfer of skills to our clients.


Whilst learning in our modern world can be achieved using an extensive variety of media tools and mechanisms, the classroom, and its ability to encourage personal interaction, will continue to remain a core ingredient of professional learning and development programmes.

Equipped with state-of-the-art equipment, enabled by the very latest advancements in technology, our Bristol located classroom facilities lie at the leading edge of what has always been this most important educational environment.


Mobile technology has transformed the way companies work, interact and collaborate yet many companies have been slow to embrace mobile learning techniques. Mobile provides access to information anytime, anywhere, and condenses learning into short, bite-sized sessions that can be easily absorbed on the go. Content such as graphs, charts and short videos, for example, can be accessed during lunch breaks at work or whilst commuting. Increasingly technology savvy employees relate to digital learning since it fits with their everyday lifestyle. With more people than ever before working flexible hours across a number of locations, working from home or spending a lot of time on the move, the availability of learning programmes on mobile devices means they can do their training at a time and place that suits them.


Technology transcends borders, making learning accessible to more people from different time zones and geographic locations. Furthermore, digital learning programmes can synchronise content, providing access to full functionality through whichever medium is being used.

Our virtual learning environments provide high quality content delivered by well qualified training professionals, giving learners access to the best tutoring, regardless of their location. In a process known as ‘adaptive learning’, trainees can learn at their own pace, in the process helping to improve employee engagement and retention, and ensuring they remain efficient and productive.

Virtual Reality (VR)

VR provides a computer simulated environment that recreates a physical presence in places in the real, or an imagined, world to create a sensory experience; the benefits of this technology to the Learning & Development industry are both numerous and varied. Beyond the more obvious application of providing experience of activities undertaken in what would, in reality, be a potentially dangerous environment, yet with no risk to health nor damage to expensive equipment or materials, VR delivers previously unattainable benefits. VR allows the learner to fail and to learn from their mistakes, providing the freedom to be innovative and creative, to take risks, apply alternative strategies and undertake different actions in order to succeed.


Through making learning more fun and entertaining, by using sophisticated ‘gamification’ techniques, training programmes can achieve the same high level of learner engagement that gaming providers enjoy with their audience. Such techniques are founded on a deep understanding of human behaviour and motivation, and can play a significant role in boosting the effectiveness, and therefore the value, of training programmes.

In order for companies to achieve their desired outcomes and results, the learning of the future must be more closely aligned to overall corporate strategies.