Frequently Asked Questions (FAQs)

What we know at VTT is that understanding something is not the same as doing it.

Many programmes overload people with information but don’t address habits, context, or real-world barriers – which have a crucial impact on action at work afterwards. We design learning that recognises how busy and complex workplaces are and help people apply learning in that reality, rather than an ideal one.

Skills can often be learned quickly, but, amongst other things, behaviour change takes intention, practice, and reinforcement.

Most behaviour is driven by habit, environment, and social norms. That’s why we focus on creating the conditions for change – not just teaching new techniques – so new behaviours have a chance to stick.

Virtual training works exceptionally well when it’s designed for interaction, focus, and application.

Something we’re honest about is that it doesn’t work when it’s treated as a face-to-face session delivered through a screen. If something would be better delivered in person, we’ll say so, and often recommend a blended approach where that delivers better results. We do deliver lots of face-to-face training too, which can be beneficial if people are already working in the same space or if it’s part of an in-person gathering. Many of our programmes are a blend of virtual and face-to-face – you can read more about the impact of one of our blended learning programmes here.

We work in partnership with you, not as an off-the-shelf provider.

That usually starts with understanding your context, challenges, and goals, followed by thoughtful design and collaborative delivery. We stay close throughout – before, during, and after delivery – to make sure the learning lands and has impact.

Very! We can tailor our learning to your exact needs.

We don’t believe in one-size-fits-all learning, especially where behaviour change is the goal. While we bring proven frameworks and experience, everything is adapted to your people, your culture, and the outcomes you care about.

Our role is to complement internal capability with external perspective, specialist expertise, and challenge where familiarity can get in the way. We collaborate closely with L&D and HR partners to design and deliver learning that’s credible, relevant, and aligned with wider organisational goals.

Once we’ve worked together to agree the perfect solution for your learning needs, you’ll be introduced to one of our dedicated Training Coordinators, who will liaise with your team on the logistics of the booking. They’ll arrange dates, times, links, and everything else needed to ensure a smooth and efficient training experience for your people.

We deliver virtual, in-person, and blended learning programmes.

Our roots are in virtual delivery, but we’ll always recommend the approach that best supports the outcomes you want, rather than defaulting to a particular modality.

The length of sessions depends on what you’re trying to achieve, as we design for maximum effectiveness.

However, as a guideline, single sessions are often 100 minutes to three hours, while programmes typically run over multiple sessions to support application and behaviour change over time.

We measure impact beyond attendance and satisfaction.

That can include shifts in confidence, behaviour, decision-making, and application back at work. We work with clients to define what success looks like upfront and gather meaningful evidence that our learning has made a difference.

We encourage clients to think about training as an investment in performance as opposed to a line-item cost.

Rather than starting with “How much does this cost?”, we ask “What’s the cost of not addressing this issue?” – whether that’s disengagement, inconsistent management, or poor decision-making. Our pricing reflects the depth of design, expertise, and impact required to create real behaviour change.

Having an internal L&D team is a strength, not a barrier.

We work alongside internal teams to strengthen impact and provide fresh perspective, specialist expertise, or additional credibility – particularly where behaviour change, mindset shift, or senior engagement really matter.