Who we are

At Peak Elevation, we believe every organisation already holds the key to its own growth. Not every business has a dedicated Learning and Development department - and that’s where we step in. We collaborate with you to unlock the expertise already in your team, creating sustainable strategies that reduce reliance on costly external training.

By upskilling staff, streamlining inductions, and designing engaging training, we help you build a culture of continuous learning that aligns with your goals and inspires your people. Our mission is to empower, innovate, and grow - so your organisation can reach new heights.

Helping organisations decide if training is the right solution - and then making sure it works.
We diagnose the real learning need, recommend the right solution, and prepare your team so learning actually changes practice and sticks.

How will Peak Elevation do this?

·       Complete learner needs analysis of individuals and the service to identify training needs

·       Assess whether existing training meets organisational goals – and recommend the best next steps

·       Share a Learning Transfer framework to ensure training sticks

·       Establish peer learning opportunities

Peak Elevation will provide training to staff in all the above to ensure a continual learning and development strategy can be achieved after the project is complete.

This is right for you if you want…

  • Clarity on whether training is needed

  • Training that leads to real behaviour change

  • A strategy that doesn’t repeat the same learning issues

  • Better ROI from people development spend

Before you invest in training, ask “is training the right solution?”

Many performance or culture challenges aren’t caused by a lack of knowledge.

They’re caused by:

  • Unclear expectations

  • Inconsistent leadership behaviours

  • Competing priorities

  • Lack of accountability

  • No opportunity to practise new skills

  • Systems or process barriers

When deciding whether to request training, ask:

  • Is this a skills gap, behaviour gap, or structural issue?

  • What behaviour change do we want to see?

  • Who actually needs support?

  • Is external expertise required or can we harness internal knowledge?

  • What needs to be in place to ensure learning transfers into practice?

Sometimes training is the right lever.

Sometimes it isn’t.

We’ll tell you honestly.

What This Means for You

  • Avoid wasted training spend

  • Target the right people

  • Choose the right level of intervention

  • Prepare your team properly

  • Increase the likelihood of behaviour change

The Peak Elevation Decision Framework

1. Define the Desired Behaviour
What needs to look different in 3–6 months?

2. Identify the Root Cause
Is this knowledge, confidence, environment, or leadership?

3. Decide the Lever
Training? Coaching? Process change? Clarified expectations?

4. Prepare for Transfer
Line manager conversations, reflection time, follow-up mechanisms.

5. Measure What Matters
Behavioural evidence (more important than attendance)

Training only works when it’s supported by the environment people return to.

We ensure that before any learning intervention is commissioned, the organisation is ready to support behaviour change.

Kate from Dementia Disco

“Natalie reached out to me at the perfect time when I was putting together our volunteer training. I'd been working on a Word document, and Natalie transformed it into a set of beautiful, engaging, and perfectly on-brand training slides! They are colourful, fun, and truly shout Dementia Disco. Her knowledge and expertise were evident throughout the process, and I can't wait to deliver our first session.

We're hoping to work with Natalie again in the future as our training needs expand.

If you need training materials that are visually stunning and effective, you absolutely need to work with Natalie!”

Contact Us

Interested in working together? Fill out some info and we will be in touch shortly. We can’t wait to hear from you!