Brief: Design and develop a Human Performance for Investigators module, that will enhance the skills et of technically competent investigators.
Solution: It was important that the course focused on shifting investigations from being 'Person' centric to one which encompassed the 'System'.
Result: Recommendations which reach deep into the organisation are now starting to have an effect throughout Southeastern.
Brief: Transition of Human Performance from PPWD, as external consultants, to the internal training staff of Greater Anglia. Ensure the full integration of NTS and supporting HP training within the full range of training courses
Solution: Design and delivery of a fully accredited, blended learning approach to an Institute of Leadership and Management (ILM) Level 5 course in Coaching and Mentoring
Result: The delegates have found it has enabled them to improve the performance of others.
Brief: Design and develop a 6 week leadership module, then help select and train the SDT instructors to deliver the course
Solution: Design of a course of 180 hours of lessons and practical exercises with a short trial
Result: It has made a significant impact on the ability of Saudi officers to lead and manage their airmen
Brief: Provide of Human Performance training in order to raise driver and conductor awareness to the responsibilities within their safety critical role.
Solution: Designing of a 5-year NTS Implementation Strategy.
Result: The success of the Strategy after 3-years, resulted in a reduction in operational incidents and an increase in the engagement from front-line staff.
Brief: PPWD were asked to develop a flexible 8 week training programme for trainee Hawk pilots in the Royal Saudi Air Force.
Solution: PPWD designed and delivered a programme consisting of 6 modules. Flexibility was designed into the programme in that the order of delivery and could be quickly adapted to meet client timescales and module content could quickly be decreased or increased to adapt to the training time available.
Result: Delivery commenced in 2019 and feed back on content and delivery style of PPWD facilitators has been exceptionally positive.
Brief: Provide a leadership, team building and team dynamic awareness week, delivered in a challenging environment mixed with adventurous activities
Solution: A bespoke programme combining classroom work with outdoor exercises
Result: Each delegate left with a personal report, linked to their working environments with a route to continued self improvement
Brief: Following an increase in safety incidents at Nottingham station, PPWD were requested to undertake a project to analyse and develop dispatch at Nottingham station.
Solution: A four stage project plan was developed with each stage had key actions aimed at developing understanding and making recommendations. Critical to the solution was engagement with station staff and involvement with senior management.
Result: The project directly contributed to a 60% drop in despatch incidents.
Brief: PPWD were retained by Lockheed Martin to develop an initial officer training course for the Qatari Air Force, this was a subset of much larger equipment and training programme.
Solution: PPWD initially built trust with the myriad of stakeholders. We took time to understand the client needs and remained highly responsive to evolving or new requirements, ensuring that what ever we proposed had the complete by in from Lockheed Martin and the Qatari Air Force.
Result: PPWD successfully completed the work and exited the programme when Lockheed Martin secured a letter of intent.
Brief: Govia Thamelink Railway approached PPWD to explore how we could facilitate a quicker pathway to enable a train driver to return to work post incident.
Solution: A flexible and confidential coaching programme that enables individuals to understand what they need to work on or change to enable a swifter return to work.
Result: The Coaching programme has returning Operator’s to work more quickly and greatly improved their contributing to the organisation’s safety culture.
Brief: PPWD were asked to undertake an Investigative Learning Review to establish the 'Whats, Whys and Hows' of the incidents, to understand why it made sense for those involved to do what they did.
Solution: PPWD decided to take a 'Systems Approach' and employ the tools and techniques that we currently use during post-incident investigations and learning reviews. This enabled us to establish as far as was practicable the technical and human performance factors which contributed and indeed, came together to create the occurrences.
Result: PPWD identified a wide range of contributing themes and made short, medium and long term recommendations to mitigate against these themes.