Charter

Every Redact program is:

1. Relevant and current to the client organisation and its audiences. This is evidenced in useful personal coaching, case studies, examples and illustrations.
   
   Redact continually renews training programs to keep them relevant to clients and their key audiences, including the media, shareholders, staff, suppliers, government and the public.
   
   We draw on the best available material from journalism, public affairs, public relations, rhetoric, psychology, adult education and the creative arts to enhance the effectiveness of our training.
2. Mentally stimulating. Evidenced in incisive and accurate exposure of possible media issues, and offering thought provoking ideas and perspectives.
3. Emotionally involving, even challenging. Trainers are sensitive to nuances of personality limitation, experience and ego and treat all participants with utmost respect. We remember that training is a challenging environment for many participants. Our manner is never belittling or discouraging. Our feedback is accurate, but protective of participants’ self-esteem.
4. Engaging and fun. Boredom is a vandal of communication. We do everything we can to leave boredom OUT of our training experience.
5. Confidential. Content and discussion that belongs in-session, stays in session. Redact provides digital records of training sessions only to authorised staff, as agreed prior to the program.
6. Memorable. Ninety percent of what we are told, we forget. What we see is somewhat more memorable. When we actively experience something, learning retention increases dramatically. Redact uses a range of active and experiential learning techniques not only mock media interviews to aid memorability of content and retention of learning. We want clients to enjoy and remember their Redact training experiences.
7. Effective. Our courses expose unsatisfactory methods and props, supply usable skills and build confidence. People use what they learn in our courses, and it works.

We recommend training similar skill and seniority levels together (rather than training by organisational division, except for public affairs functions). This promotes healthy cross-fertilisation of ideas, and removes unnecessary and unproductive comparison of senior executives to sub-ordinates