How to meet the needs of individual learning and organisational transformation.
Open Courses to Integrated Learning Journeys
Crisp was founded on the principle of individual learning. We delivered Open Courses across Exeter, Plymouth, Barnstaple and Dorchester for Business Link and small businesses. These were practical, skills-based sessions where people from different organisations came together to learn.
[Explore some of our early brochures here →]
But learning has changed. While there are still Open Course bookings, we’re seeing a much more integrated, long-term approach. Today, clients are looking beyond a single workshop.
They’re investing in Learning Credits, where individuals have their own learning budgets and can build development plans over time. Many supplement this with E-Learning and In-House training, as it’s a mix that creates flexibility and a truly personalised experience.
This shift reflects a bigger truth: learning isn’t a one-off event anymore – it’s a journey.
What Are Personal Learning Plans?
A Personal Learning Plan (PLP) is a structured, individualised roadmap for professional growth. It is designed to:
- Identify learning needs – based on role, career aspirations, or skills gaps.
- Set clear goals – both short and long-term, with measurable outcomes.
- Outline specific actions – courses, mentoring, projects, coaching, or self-directed study.
- Track progress – through regular reviews and checkpoints.
For individuals, PLPs create ownership and motivation. For organisations, they close skills gaps, align development with strategy, and strengthen retention.
When linked to frameworks like the World Economic Forum’s Skills for 2030 or the UK Skills for Jobs agenda, PLPs also ensure learning stays relevant to the skills of the future.
“I Cannot Teach You; You Can Only Learn”
Curiosity, resilience and flexibility are not just buzzwords; they’re among the top skills forecast for 2030. A 2023 WEF report showed demand for:
- Curiosity & lifelong learning (+61%)
- Resilience, flexibility & agility (+66%)
PLPs embrace this mindset. They put responsibility for learning into the hands of the individual, but within a framework shaped by the organisation.
That balance is crucial. This isn’t about organisations stepping back. It’s about creating the conditions (budget, time, culture) where learning becomes part of everyday work.
Linking PLPs to Succession & Retention
Here’s a question: Have you considered PLPs as part of your succession planning strategy?
When individuals see a clear pathway for growth, they’re more likely to stay. When organisations map PLPs to strategic priorities, they future-proof their talent pipeline. It’s not just about filling today’s roles, but preparing for tomorrow’s.
Your Ideal Learning Partner
At Crisp, we’ve been designing learning journeys for over 33 years. What sets us apart is our ability to balance individual needs with organisational goals. Our programmes are:
- Strategically aligned – every PLP connects to wider business priorities.
- Individually focused – people feel ownership and motivation.
- Blended – combining face-to-face, virtual classrooms, coaching, and E-Learning.
- Grounded in research & experience – we bring the best of tradition and the latest insights in psychology and organisational science.
The Bottom Line is Learning That Lasts
Personal Learning Plans are not an optional extra. They’re the foundation of future-ready skills, resilient organisations, and engaged people.
At Crisp, we believe the most effective organisations are the ones that plan, invest, and commit to individual learning; today, tomorrow, and for the decades ahead.
If you’re considering how to retain talent, strengthen succession pipelines, or simply help your people thrive, we’d love to talk – get in touch with our team to discuss your needs.