Show Guidance

The competence and expertise of your people is central to delivering financial services to your customers which can meet their needs, stand up to scrutiny, make money for your business and differentiate you from the competition. Investing in the development of your people will reduce the cost of errors and increase your profitability, as long as the training is targeted, well planned and expertly delivered.

Our award winning financial services trainers and training services can ensure your people are expert in understanding customer needs and meeting them. Our people are highly technically expert as well as able to deliver practical training solutions that capture the attention of employees and improve their ability, however expert they are. From reviewing your existing training through to defining, designing and delivering training on new services, processes or tools we are the best in this sector.



  • I require all training to be well structured and based on a clearly defined syllabus or requirements. It is consistently conducted and regularly reviewed and evaluated.
  • Our staff are assessed in their ability to apply key processes and standards as part of their training.
  • Clearly defined learning paths exist for staff development, which are closely linked to identified needs and to the tasks and activities of their roles.
  • Effective, consistently applied processes are in place to ensure learning is embedded in working practices.
  • Robust systems and controls are in place to ensure that training needs can be identified and actioned.
  • Staff competence status and CPD is monitored and recorded to efficiently allow us to plan resourcing.

Negative Indicators

  • Training is minimal and mainly focused on compliance or process aspects of role.
  • Assessments are multiple choice test designed to assess knowledge, with limited or no assessment of application skills and real understanding of customer implications.
  • CPD is not linked to identified training needs specific to staff but is only rolled out to support changes in operations and jobs.
  • No evidence of continuous, planned development programmes.
  • No evidence of controls in place to ensure staff are implementing training after attendance and that it impacts on performance.