Our methodology is built around a simple principle: start with the business outcome you need to move, then design backwards through behaviour change, skill development, and formal learning. Never the other way around.
Before any proposal, before any design, we spend half a day assessing your current state. We look at what you have, how it's performing, and where the most significant gaps are between training and real business impact.
A rigorous, evidence-based picture of the situation before any design begins. We move through all four levels of the Kirkpatrick model — from business results that need to move all the way down to what learners need in the room — and assess the current programme against the full 12 levers of transfer grid.
The design phase — where the learning journey takes shape before any production begins. We work in sprints, testing each design iteration with a real learner panel before building anything. This is where the Sodyba Day and other signature interventions are designed and validated.
Building all learning materials and environments to the validated specification. Delivered in chunks — not as a big-bang handover — with client and learner review at each gate.
Ensuring the learning experience lands well in the real organisational context — not just technically deployed, but genuinely activated. The first cohort always runs as a structured pilot.
Measuring whether the learning experience delivered the business results it was designed for. Not satisfaction scores — actual behaviour change and business impact, compared against the baseline established in Step 2.
Step 6 feeds back into Step 1. The evaluation findings become the starting point for the next engagement — building a continuous improvement cycle that compounds over time.
The industry's most rigorous framework for connecting learning to business results. We define objectives from Level 4 (business results) down to Level 1 (learner reaction) — never the reverse. Evaluation is built in from Day 1, not added at the end.
Research-backed framework for making learning stick on the job. The 12 levers — from manager support and opportunity to apply, to peer support and performance environment — are treated as a design checklist, not an afterthought. If a lever isn't activated, behaviour change is unlikely.
Human-centred design applied to learning. Learner personas, journey mapping, empathy research, and iterative prototyping ensure that every programme is built around the real experience of real people — not an imaginary average learner.
Design and production run in short sprints with review and feedback loops at every stage. This means nothing is built at scale before it's been validated — and the final programme reflects real learner and stakeholder input, not just initial assumptions.
Step 1 is always free. No commitment, no proposal until you've seen the findings.
Book your free audit →