Ayanda was the HR co-ordinator for a logistics firm in Durban. While she wasn’t a formal trainer, she regularly conducted onboarding, led compliance sessions, and helped employees navigate their personal development plans.
When she came across the L&D Facilitator Skills Programme, she instantly recognised the gap—it was time to turn her informal efforts into formal, effective facilitation.
“I was always facilitating. I just didn’t know how much more powerful I could be with the right tools and structure,” Ayanda shared.
Recognising the Opportunity
Reading through the programme outcomes, Ayanda realised:
- It aligned perfectly with her current responsibilities
- It was nationally recognised and QCTO-accredited
- It offered the practical confidence and theoretical backing she needed
How Ayanda Framed Her Request
Step 1: Link It to Organisational Outcomes
She explained that strong facilitation leads to better learner engagement, quicker onboarding, and measurable knowledge transfer.
Step 2: Emphasise Practical Value
She highlighted how the HEAD-HEART-HANDS approach would help her engage employees better and improve retention of training outcomes.
Step 3: Propose a Win-Win
Ayanda offered to revamp the induction programme using the tools from her training and help coach new facilitators internally.
The Result
Her proposal was approved within a week. She’s now leading facilitated sessions with greater confidence and designing learning plans that resonate with learners and executives alike.
“I didn’t wait for someone to tell me to grow. I asked, and I got a yes.”
Ready to Make the Ask?
- Download our internal advocacy pack
- Book a consultation to prepare your proposal
- Enrol today and elevate your facilitation practice
Start with one confident conversation—it could shape the rest of your career.