Roffey Park has redesigned its executive education portfolio to help you develop the mindset, skills and behaviours needed to make a real impact in your organisation.

Drawing on 80 years of research and expertise in leadership, organisational development and HR, our programmes are carefully designed around you – your role, your experience level, and the challenges you face.

The success of any learning and development programme depends on whether you can change your behaviour and apply your learning back in the workplace. Our programmes are spaced over 3–4 months specifically to maximise this transfer of learning, while keeping momentum and engagement high throughout.

We use a blended delivery approach, combining the convenience of virtual sessions with the depth and connection of residential modules – giving you flexibility without compromising on experience.

Our programmes are designed for two broad audiences:

• Leadership programmes – for anyone responsible for getting results in an organisation. Leadership & Management Fundamentals is ideal if you are new to or stepping into a management or leadership role. Advanced Leadership Practice is designed for more experienced managers and leaders looking to deepen their practice.
• OD & Change programmes – for anyone whose role involves enabling, advising on, or leading organisational change. Organisational Development & Change provides a solid grounding in core OD, design and strategic HR practice. Advanced OD & Change Practice is suited to experienced OD and strategic HR professionals ready to go further.

Two questions will help guide you to the right programme:

• Am I responsible for delivering business results, or does my role focus on enabling, advising on and leading change in my organisation?
• Am I relatively new to this kind of work, or am I an experienced practitioner?

Your answers will point you towards the right level and stream. If you are still unsure, our team is happy to talk it through with you.

We no longer offer standalone ‘management’ or ‘leadership’ programmes because, in practice, the two cannot be neatly separated. Effective leaders always need to manage, and great managers always need to lead. The balance between the two will be unique to your role and context – but the further you progress in an organisation, the more time you are likely to spend on leading rather than managing.

At Roffey Park, our focus is on supporting organisations to achieve strategic, sustainable change. Strategic HR and OD professionals are often working towards similar goals and using many of the same capabilities. Bringing both groups together creates a richer, more productive learning environment – and where there are differences, those conversations between HR and OD professionals are some of the most valuable in the room.

Action Learning Sets (ALS) are small peer groups of 4–6 participants who work together on real challenges from their working lives. Rather than hypothetical case studies, you bring genuine issues you are grappling with, and your peers help you think them through. Benefits include: learning from others’ perspectives, developing your listening, questioning and feedback skills, and gaining a richer understanding of workplace complexity.

Both formats draw on the power of peer learning, but with a different emphasis. In Action Learning Sets, the approach is coaching-style – peers ask open questions to help you deepen your own understanding of a challenge. In Peer Consultation Sessions, participants actively share their expertise, offering advice and suggestions to help solve a problem.

Pre-work is designed to help you get the most from your time on the programme. It may include some introductory reading or learning on a topic, connecting with your peers on our learning experience platform (MyRoffeyPark), setting personal goals, or identifying a real challenge to bring to an in-person session. We keep pre-work focused and manageable.

Some of our OD programmes include a short virtual presentation – typically around 20 minutes – where you share what you have learnt and how you are applying it in your work. Other participants and facilitators will offer feedback. These presentations are unassessed and, in our experience, are one of the most rewarding parts of the programme.

Yes – all Masterclasses are recorded so you can revisit the content at your own pace.

In addition to attending all programme components, you will be expected to complete some pre- or post-programme work, such as journalling or reflective exercises. We have designed these to be purposeful without being burdensome. The total time commitment varies by programme – please refer to the individual programme pages for details.