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Rich Questions in Coaching

“Rich questions demand rich answers, which are unfamiliar and sometimes even unexpected”

NLP in Training

How can NLP help to design and run a course that has a positive result for everyone – including you, the trainer? Deni Lyall outlines the processes, gives plentiful advice and shares her personal experiences.

Facilitation: more than a process

Facilitation requires attention to five key aspects if it is to deliver actual results which are taken forwards by the group.

Recommended Books


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From a background of co-training Mars Corporate workshops and Interactive Training training, my workshops have a participative style using posters, exercises and real scenarios to enable participants to learn.
  • A focus is kept on transferring the learning back into work through a variety of methods, such as preparation for handling live situations; follow up coaching; split programmes which have, and review, actual transfer into the workplace.
  • Participants frequently break into smaller groups to undertake exercises where their learning is then shared afterwards within the wider group.
  • Workbooks are pertinent with reference to a wider selection of relevant books and online articles.
Bringing a live work requirement for the development always improves the quality of the learning as it allows the participant to continually assess what they have learned against ‘do they understand it enough to be able to use it’ for that work situation. It improves the chances that the participants will use their new learning quite soon after returning to work which helps develop competency and transfers the learning into their daily work.

It is also refreshing to see more and more companies wishing to discuss a blended approach where the workshop may be only one element within a series of actions to enable participants to become truly competent and start to naturally use those skills within their role. Having Personal Development Plans that achieve genuine and desired change are a key part of creating this environment. PDPs that really do deliver change are a win for the individual, their manager and their organisation and are sadly lacking in many organisations. If you would like to discuss how to develop PDPs that really add value then please contact me to find out more.

Working with clients in designing and delivering a variety of development sessions from 3hr modules to two day workshops to programmes over several months with follow-up coaching, I am keen to address the development need and make a difference at work. Workshops can be ‘off the shelf’ or designed specifically for you.

A flavour of the workshops I deliver:
  • Manager as Coach programme
  • Presentation skills and master classes in presenting
  • Being a Team Member programme
  • Facilitation – more than a process
  • Interactive Training
  • Handling the diversity of people
  • 1-3 hr training modules on various topics
    Parts 1 & 2, with intervening practice sessions
    ½ to 2 days with coaching as required
    Parts 1-4 across 3 months
    2-3 days
    2 days
    1 day
Assessed by OFSTED as a Grade 1 trainer, I have worked with small tutorial groups of 4, most often with groups of 10-14 and with co-trainers for groups of up to 30, including participants whose first language is not English. Also, I use a select group of co-trainers to expand my training capability as required. These are people with whom I have worked with for over 6 years and I feel that they complement and enhance my house style.

I am accredited as a lead trainer and coach, for a leadership programme based on the theory and research findings of Motivational Psychology (D. C. McClelland and D.H Burnham’s work on drive theory) which also draws on Erikson’s model of psychological maturity and uses the Exercise of Imagination (an operant test). This work is based on 60yrs of empirical research and is highly predictive of performance within a role and outcomes in life.