The concluding article of two parts, which observes a culture change project – The Learning Edge – developed at Grand Metropolitan Foods Europe and discusses the training interventions involved. Describes the Learning Wheel – which allows employees to enter at any particular stage – and also the courses which involve line managers. The latter have four different courses; Leadership and Counselling Skills being the last two, preceded by Development Workshop and Manager as Coach, which develop complementary effects from differing skills and qualifications. Women in clerical grades were introduced to the “Springboard” programme to give impetus to self‐development and to enable full potential to be acquired. The benefits are starting to accrue in various areas, though only time will tell (three to five years is the prediction). Concludes that only with change from knowledge, constant reviews and flexibility can organizations continue to prosper and grow.
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