Think of something beautiful


And breathe....

Modern learning strategies that deliver business results.
Learning and Development needs to change to adapt to new environment, new challenges and new ways of learning.
We start with business goals

Lean Marketing Approach

What if your Learning and Development department was run like a service for the benefit of both employees and organizations. L&D must focus on business value from start to finish.

  • 75% of managers are dissatisfied with their company’s L&D;
  • 70% of employees report that they don’t have mastery of the skills needed to do their jobs;
  • Only 12% of employees apply new skills learned in L&D programs to their jobs;
  • Only 25% believe that training measurably improved performance.


Every marketing department showing this performance would be done with.

How can we apply Lean Marketing to L&D?


Accept that face-to-face learning is not longer efficient, effective, enjoyable or engaging.

Research and implement new modes and ways to teach well.


Create the right environment for comprehension.

Make sure people are learning the skills they actually need now and will use in their work.


Use it or lose it!

Promote immediate application of skills to daily challenges to gather feedback and refine understanding.


Peer learning!

People are asking colleagues for advice all the time, it's a great way to develop and promote learning in the company across departments.


Measure business outcomes from start to finish!

Measure real impact of L&D initiatives across all 5 stages of the Learning Funnel.

Create hypothesis aligned with business goals, measure, learn and repeat.
Then we unlock potential

Modern Learning and Development

Modern L&D is not static. It evolves and finds new ways to equip individuals, teams and the organization as they adjust and adapt to new working models and environments.

Modern L&D is strategic. It is explicitly designed to meet organizational needs.

Modern L&D means right learning solutions at the right time for the right people.

  • Only 12% of learners say they apply the skills from the training they receive to their job;
  • Companies with fewer than 100 employees gave only 12 minutes of training every six months. Organizations with 100–500 employees provided just 6 minutes!
  • Every third employee says that uninspiring content is a barrier to their learning;
  • Only 25% of employees believe that training measurably improved performance.


Obviously something is wrong with the current approach.

Modern L&D needs to learn from the best: game designers, streamers, content creators, and cinematography to make its content relevant, entertaining and applicable.

Engaged Learning

Learning is only as good as those who are fully engaged with it.

And for them to be properly engaged people need to understand the value of learning, why they are doing it, and what it brings to them and the business.

Social Learning

We thrive when we act as part of the community, but we do bad when we act in isolation.

Create culture of questions and innovation, inspire people and promote collaboration and knowledge-sharing.

Digital Learning

Digital Learning post-2020 is a default.

Implement digital because it's what needed by learners, not because it is cheap, in a way that doesn't interrupt the flow of work.

Digital learning improves engagement, speed of work, productivity and performance all at once.

Blended Learning

Blended learning is a mindset approach to L&D.

We all learn through a mix of formal, informal, and social means.

Adapting methodologies and means of learning we can ensure that we are creating real solutions for real cases, not yet another course.

Experiential Learning

You didn't learn to walk from listening, you learned it from doing.

Turn learning into doing from day one!

Modern L&D focuses on developing the necessary skills that are applicable and will bring tangible improvements to business goals.

Right learning solutions at the right time for the right people.
Finally, we treat people with kindness and compassion

Kindfulness and Wellbeing

You’ve heard about mindfulness, but what is kindfulness? It’s a quality of relating to the world with joy, compassion, empathy, kindness and happiness.

In the past decade mindfulness, as seen by most employers, became a tool to increase productivity and prevent burnout. These are not the true goals of meditation practices, they are just beneficial side-effects.

The true goal of introducing mindfulness and meditation at work is increased self-awarness, and personal and team transformation.

  • In organizations where employees do not view leadership as committed to their well-being, only 17% would recommend the company as a good place to work;
  • 92% of employees feel empathy remains undervalued. Moreover, while 92% of CEOs feel their organization is empathetic, only 50% of their employees say their CEO is empathetic;
  • 61% of employees are burned out on the job;
  • Only 40% of employees whose stress interferes with work have talked to their employer about it, fearing being labeled “weak” or “lazy”;
  • 40% of people say that they feel isolated at work.


Organizations need to humanize workspaces and prioritize emotional and physical wellbeing of their people. 

It doesn’t mean one or two meditation workshops per month or a covered gym pass (though there is nothing wrong with this). Rather, it’s creating an integrated open supportive environment for everyone build on trust, strong relationships, and our common humanity.

Increased Self-Awarness

Habitual actions are responsible for 45% of our actions, conscious behavior only for 55%.

Mindfulness allows us to see where change is needed, accept it and create opportunities and environment to transform.


Willpower and extrinsic motivation based on fear or shame are not sustainable and will eventually lead to failure.

Realizing our core values and aligning our personal and work life with them creates long-lasting inspiration to move forward.

This brings creativity, focus and engagement.


Humans thrive when united with a single purpose and feel like they belong.

Treat everyone equally with kindness and empathy, support inside mentorship and curiosity, promote openness, invite feedback and take it seriously.


We don't practice meditation for the sake of meditation!

Yet many mindfulness workshops end right after the session.

Implement meditation in your company to empower people with practical skills they can practice every day at work and at home to see immediate positive changes.

Beneficial Side-Effects

  • Productivity
  • Calmness
  • Balance
  • Clarity
  • Engagement
  • Attention
  • Creativity
  • Focus
  • Energy
  • Confidence
  • Happiness
  • Joy

Create an open supportive environment that promotes kindness and empathy.
How can I help your business and your team succeed?

Let's talk 💬