Progress International Ltd

Progress International Ltd Welcome to Progress International's page. We pride ourselves on our portfolio of diverse learning media and flexibility in our delivery methods.

Progress International Ltd specialise in achieving sustainable behavioural and attitudinal change within organisations and individuals, with our core business activities focused on developing emotionally intelligent workforces that embrace change, actively engage with the their colleagues, stakeholders and proactively look for ways in which to improve their organisations services. This enables us

to meet our client’s organisational development requirements whilst also ensuring that our solutions address each learner’s preferred learning style. We are able to provide this diverse and comprehensive service as we have a team of 47 facilitators and coaches that have been recruited not only for their individual areas of specialisms, academic excellence, real life experience and sector knowledge and expertise, but also as they share the same passion for learning and approach that all learning needs result in the application of that learning. Our service portfolio provides our clients with support with specific one off development needs or an entire end to end learning support service an overview of which is provided below:

Assessment Services

Psychometric Testing Levels A & B, Disc, OPQ, Myers Briggs, Emotional Intelligence, Insights, Fibro B, Belbin, Capability Awareness Profiling, Management Team Roles - indicator, Thomas International

Client Specific Assessments

360 Degree Assessment, Competence Framework Development / AssessmentTraining Needs Analysis

Coaching Service – Individual and Team

Behavioural / Attitudinal Coaching, Career Development, Competence Acceleration Coaching, Correctional Coaching, Executive Coaching, Performance Coaching, Personal Development Coaching

Learning Design and Delivery Service Delivery Areas

Culture Change, Change Initiatives, Customer Services, Equality & Diversity, Finance, HR, Leadership and Management, Organisational Development, Personal Development, Process Improvement, Performance Management, Service Improvement, Team Development, Talent Management

Accredited / Qualification Services

CPD certification, Coaching Qualifications, Development & Endorsed Programmes, ILM accreditation of your own courses, ILM Management & Leadership qualifications level 2 through to level 7,ILM Level 2 Effective Team Member Skills (NEW), Online Qualifications

Online / Blended Learning

Progress International have an online learning resources, called Skillbites:

Skillbites is our online organisational interactive learning portal which is a resource library of over 220 topics. This extremely successful resource is utilised not only as a blended learning solution within the programmes that we have developed for our clients, but also programmes that our clients have developed internally. In addition many of our clients utilise our easy content creation tool, to create induction programmes, support compliance requirements plus many other applications. More importantly for the purpose of outplacement support, this offer each individual with a 24 hour support tool that they can access, whenever they need it e.g. to brush up on the interviewing or communication skills the night before they attend an interview for a new role. Topics include the following areas, each containing specialist sub-topic areas -

Diversity at Work
Recruiting People
Training Skills
Health & Safety
Work Life Balance
Management Skills
New Manager
Finance
Meetings
People Skills
Writing Skills
Personal Skills
Customer Service
Sales & Marketing

Access to SkillBites is available through individual subscription or, by license to the whole organisation. www.skillbites.com.

Development should be felt in the workplace, not just experienced in the training room.A successful development programm...
25/08/2026

Development should be felt in the workplace, not just experienced in the training room.

A successful development programme is not simply one that people enjoy or engage with on the day.

The real test comes afterwards.

Are people approaching situations differently?
Are leaders having better conversations?
Are new skills being used with confidence?
Are behaviours beginning to change?

Learning has the greatest value when people can take it back into their everyday roles and put it into practice.

That is what turns development into lasting progress.

AndDevelopment

Learning should create confidence, not just competence.Knowing what to do is important.Having the confidence to put it i...
06/08/2026

Learning should create confidence, not just competence.

Knowing what to do is important.

Having the confidence to put it into practice is what makes the real difference.

The best development programmes don’t simply transfer knowledge. They give people the opportunity to reflect, practise, receive feedback, and build the confidence to apply new skills in the workplace.

When confidence grows, performance follows.

That is when development creates real value for both individuals and organisations.

Not every performance challenge is a training problem...Sometimes the answer is clearer communication.Sometimes it’s str...
03/08/2026

Not every performance challenge is a training problem...

Sometimes the answer is clearer communication.
Sometimes it’s stronger leadership.
Sometimes it’s better feedback, clearer expectations, or greater confidence.

The most effective organisations don’t start by asking, “What course do we need?”

They start by asking, “What’s stopping our people from succeeding?”

Only then can development be designed to address the real challenge and create lasting change.

That is why the best learning solutions are built around people, purpose, and business objectives, not a catalogue of courses.

The strongest teams don’t avoid feedback. They use it to grow.Feedback is often seen as something that happens once a ye...
27/07/2026

The strongest teams don’t avoid feedback. They use it to grow.
Feedback is often seen as something that happens once a year.

In reality, the most successful organisations make it part of everyday working life.

Constructive conversations help people understand what’s working, where they can improve, and how they can continue to develop.

When feedback is honest, supportive, and focused on growth, it builds trust, confidence, and stronger performance across the business.

Creating a culture where people feel comfortable giving and receiving feedback isn’t always easy, but it’s one of the most valuable investments an organisation can make.

Small conversations, held consistently, can lead to meaningful change.


15/07/2026

Development should solve a problem, not fill a calendar.

Too often, organisations start by asking:

“What training should we deliver?”

A better question is:

“What are we trying to achieve?”

When development starts with clear business objectives, it becomes more focused, more relevant, and far more effective.

The learning itself is only part of the journey.

The real value comes from helping people apply what they’ve learned and creating lasting change in the workplace.

That is where development makes a real difference.

AndDevelopment

The best leaders never stop developing.Not because they have to.Because they understand that leadership is constantly ev...
13/07/2026

The best leaders never stop developing.

Not because they have to.

Because they understand that leadership is constantly evolving.

Every new challenge, every conversation, and every piece of feedback is an opportunity to learn something new.

The organisations that invest in leadership development are not simply developing individuals.

They are building stronger teams, healthier cultures, and businesses that are better equipped for the future.

Leadership is a journey, not a destination.

How are you investing in your leaders this year?


22/06/2026

The best development conversations start with listening.

Before designing a programme, delivering training, or setting objectives, it is worth taking the time to understand what people really need.

What challenges are they facing?
What skills do they need to strengthen?
What behaviours will make the biggest difference?

When development starts with listening, it becomes more relevant, more engaging, and far more likely to create lasting impact.

After all, meaningful development is not about delivering content. It is about helping people succeed.

If you’re reviewing your development priorities and would like to explore a tailored approach, we’d be happy to have a conversation.

05/05/2026

Most feedback in businesses is one-directional.

Top down.
Occasional.
Often saved for reviews.

And because of that, it’s rarely the full picture.

That’s where feedback changes things.

When it’s done properly, it gives leaders and employees a much more rounded view of performance. Not just how they think they’re doing, but how they’re experienced by the people around them.

Colleagues.
Direct reports.
Stakeholders.

It brings clarity.

Not always comfortable, but honest. And that’s where the value is.

Because real development starts with awareness.
What’s working.
What isn’t.
What needs to change.

Without that, people are often guessing. Or worse, repeating the same behaviours without realising the impact they’re having.

360 degree feedback creates a clear starting point.

From there, development becomes focused, relevant, and far more effective.

We help businesses implement 360 feedback in a way that’s constructive, supportive, and actually leads to change, not just another report.

If you’re looking for a more accurate view of performance across your team, we’d love to hear from you.

27/04/2026

A lot of leadership teams don’t struggle because they lack experience.

They struggle because no one has ever really helped them develop as leaders.

They’ve been promoted.
They’ve taken on more responsibility.
They’ve figured things out as they’ve gone.

And for a while, that works.

Until it doesn’t.

Suddenly they’re expected to lead people, not just manage tasks.
To have difficult conversations.
To create clarity when things feel uncertain.

And that’s where the cracks start to show.

Not because they’re the wrong people.
Because they’ve never been properly supported to step into that role.

Good leadership isn’t instinct. It’s developed.

It takes time, reflection, and the right environment to build confidence and consistency.

That’s where we focus our work.

We help leaders move from reacting to leading with intent, so teams feel clearer, more supported, and perform at a higher level.

If you’ve got good people in leadership roles but things aren’t quite clicking, it’s probably time to invest in their development.

20/04/2026

You can usually tell when development is actually working in a business.

People take ownership.

They speak up.

They handle challenges without needing constant direction.
And when that happens, performance improves.

Not because people were told to do better.

Because they’ve been supported to think and act differently.
The problem is, most organisations invest in training and expect that shift to just happen.

It doesn’t.

Without the right structure, support, and follow-through, very little sticks. And you end up back where you started a few months later.

That’s where we come in.

We work with leadership teams to turn development into something that actually drives performance, not just something that fills a calendar.

If you’re investing in your people but not seeing the change you expected, it’s probably time to look at how it’s being delivered.

Happy to have a conversation.

Address

10 Marley Hanger
Farnham
GU273DP

Opening Hours

Monday 9am - 5:30pm
Tuesday 9am - 5:30pm
Wednesday 9am - 5:30pm
Thursday 9am - 5:30pm
Friday 9am - 5:30pm

Telephone

01252 737536

Website

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