Role of a Learning Partner in Leadership Development Program
Make your Leadership development Journey Insightful with your Learning Buddy
6 years ago ARC (Adi Raheja and Co) completely changed the way it operated.
From being a corporate training firm to an Organisation and Leadership Development partner. Rooted in Applied Behavioural Science and OD principles.
One key realisation shaped this shift: behavioural change doesn’t come from training alone. (You ‘train’ animals not humans)
Changes begin with co-creation.
Where facilitators tap into the intelligence of the group, and learning extends beyond the workshop.
That’s why in 2022, the role of the Learning Partner (LP) was born.
Because, as we say often at ARC, “a lot happens between two sessions.”
LPs ensure the spirit of learning stays alive between workshops. They run the project end-to-end. Managing communication, scheduling, and coordinating with SMEs (Subject Matter Experts) and clients.
But more than that, they are the engine of ARC: keeping the backend seamless.
Today, the role has evolved far more. With a team of 4 (Jinal, Arpita, Ashish, Tanvi, Nidhi, Bharat?) who have a background in I/O Psychology, they constantly shape new ways to make learning stick. What’s new?:
A learning playbook: an interactive journal packed with frameworks, games, and reflection spaces.
Gamification: leaderboards that spark healthy competition and engagement.
Transference: methods to ensure learning translates from the workshop to the workplace.
It’s no exaggeration: LPs have become one of ARC’s USPs.
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If you’re exploring culture integration, leadership development program, or team building, ask your client partner (Aditya Pai) at aditya@yourarcteam.com about what working with an LP means.
