ODRL designs and delivers group workshops and one – to – one coaching programmes for public and private sector clients.

Click on each section below to find out more about our areas of work.

Quiet quitting, quiet hiring and quiet firing


Evaluation is an intrinsic part of our service offering; we discuss and agree proactively with our clients the key success measures and ways of evaluating the extent to which the learning programmes have achieved the desired outcomes.

The design of programmes is underpinned by activities, exercises, tools and techniques to enable participants to internalise key concepts. We enable participants to heighten self-awareness by using valid and reliable diagnostic tools. Furthermore, we can provide pre-course reading materials for participants to start the learning process prior to workshops and web-based forums for interactions, reference materials for self-learning and one-to-one coaching conducted virtually for continuous learning.

One of our core values is ‘Respect for Diversity.’ This is central to the work that we do. We have designed and delivered a range of workshops in the areas of diversity and cross-cultural diversity. Examples are outlined below:

  • Diversity & Teamworking
  • Diversity and Cross-Cultural Diversity
  • Implementing Diversity
  • Cross-Cultural Training
  • Harnessing Diversity
  • Cross-Cultural Management


Change Management

  • Sustainable Change Programme
  • Large-scale OD Conferences, Strategy Facilitation
  • Toolkit for Change Management
  • Managing Complexity

Leadership and Management Development

  • Leading Change
  • Leading Strategically
  • Leading with Impact and Influence
  • Leading for High Performance

Developing People

  • Performance Management Cycle
  • Coaching/Mentoring Skills
  • Facilitation Skills
  • Action Learning

Diversity and Cross-Cultural Diversity

  • Cross Cultural Communication
  • Cross-Cultural Teamworking
  • Cross-Cultural Leadership
  • Diversity Training

Team-Based Working

  • Team Building
  • Team Development
  • Self-Directed Teams
  • Team-Based Coaching

Personal Effectiveness

  • Emotional Intelligence & Personal Effectiveness
  • Assertiveness and Influencing Skills
  • Building Resilience/Managing Pressure and Stress
  • Presentation Skills/Communication Skills

Recruitment & Selection

  • Competency Based Selection
  • Competency-Based Interviewing
  • Fair Selection
  • Recruitment & Selection (Full Cycle)

Interpersonal Effectiveness

  • Managing Conflicts
  • Mediation Skills
  • Relationship Management
  • Advocacy Skills

Career Management

  • Career Development
  • Career Transitions including
  • Redundancy/Retirement Planning
  • Job Search Skills


One-to-One Coaching

ODRL has worked with a range of international clients; we use a variety of techniques to provide one-to-one coaching. Our strengths are as follows:

  • Identification of coaching needs by using a range of diagnostic instruments, such as 360° reports, psychometric tests, questionnaires and reports from assessment/development centres
  • Well qualified and experienced coaches to work with middle and senior managers
  • Coaches who are licensed to use a range of diagnostic tools
  • Coaching approaches to suit cross-cultural contexts
  • Diversity of coaches to meet the needs of the participants
  • Provision of a range of learning and development tools/techniques to support the coaching process

Mode of Delivery

ODRL recommends a ‘mix and match’ approach in designing coaching programmes. These might include:

  • Face-to-Face Coaching
  • Virtual Coaching
  • Blended Approach
  • Team Coaching
  • Action Learning Sets

Face-to-Face Coaching

The coach and the participant develop a rapport in working together over a sustained period. However, the downside of this mode is the lack of flexibility in terms of location and timing of the sessions.

Team Coaching

Increasingly, organisations are putting in place processes to provide coaching at all levels, as opposed to only executives and senior managers. Team coaching is a time and cost-effective way of developing and enhancing team performance. Team coaching is particularly valuable in:

  • Implementing change
  • Implementing team-based working practices
  • Developing a common vision
  • Understanding team members’ preferences
  • Dealing with critical incidents
  • Enhancing a positive team climate

Action Learning Sets

Networks based on the principles of Action Learning are a useful way of embedding the learning acquired through coaching programmes. The effectiveness of such networks is dependent upon the motivation of the learners and the organisers.