The Learning and Development Manager
You invest in developing your people.
And your organisation already provides great leadership programmes, facilitation training and communication frameworks.
But managers either don’t apply them consistently, or approaches vary across teams, or new behaviours simply revert under pressure.
Embedding new ways of working requires
- Time
- Reinforcement
- Practical support
Which managers simply don’t have.
Marph tools help you embed learning into everyday practice across your organisation, without the need for extra programmes, additional time, or dependency on your (or a colleague's) individual facilitation skill.
Marph tools are used directly in:
- Meetings
- Individual and team discussions
- And typical desk work
To guide what happens and encourage habit formation in the moment.
Marph tools give you
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A way to scale
Managers can use these tools independently
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A way to embed
Learning happens in real work and is reinforced through repetition
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A way to measure
Behaviour change becomes visible in everyday work
Find the tool for you
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Strategy and execution tools
Explore these tools
Why they matter: to prevent break down in strategy execution, and create a shared understanding of goals with the greatest impact.
What they change: ways of aligning around goals and priorities.
What L&D gets: consistent and standardised strategic thinking across all teams, along with improved execution discipline.
How it is measured: goal clarity scores, strategy execution completion rates, and feedback from teams on alignment perception. -
Trust-building, leadership and behaviour tools
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Why they matter: consistently good leadership behaviour directly influences workplace learning, collaboration and engagement.
What they change: everyday leadership behaviours, and team perception levels of trust, openness and inclusion.What L&D gets: more consistent positive leadership behaviours across teams as well as improved team dynamics.
How it is measured: through manager feedback, employee engagement scores, team feedback, pulse surveys and retention trends. -
Group meeting and inclusive leadership tools
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Why they matter: meetings shape how people take part, how decisions are made, and whether people feel included or overlooked.
What they change: levels of participation and inclusion, clarity and structure of conversations, and consistency in collaboration.
What L&D gets: consistent meeting quality across teams, inclusive ways of working, and reduced reliance on expert facilitation skill.
How it is measured: meeting effectiveness scores, psychological safety or inclusion survey results, and completion of agreed actions. -
Thinking, prioritising and decision-making tools
Explore these tools
Why they matter: better thinking makes things move faster, produces stronger solutions, and reduces wasted effort.
What they change: how managers think, prioritise, interact and solve problems, as well as the quality of new ideas and decisions.
What L&D gets: improved prioritisation and problem-solving capability among managers, and greater strategic thinking capacity.
How it is measured: manager feedback on clarity, prioritisation, guiding employees and decision-making. -
Scalable and reusable group training sessions tailored to your needs
Scale your trainingsWhy it matters: it's a simple, scalable way to deliver high-quality, engaging sessions across the organisation without adding to your workload.
What changes: learning is scaled because managers are enabled to run sessions independently, and sessions are reusable so that they can be delivered consistently across teams.
What L&D gets: time to work on other things, because of reduced need to design or facilitate each session, as well as ready-to-use formats developed by Marph to fit your needs.
How success is measured: meeting outcome pulse checks related to session impact and shift in thinking, and subsequent behaviour follow-through surveys.
