I’ll let you in to a little secret…

… A ‘Day in the Life’ is our special ingredient to designing and delivering effective learning and development programmes! 

But what exactly does this mean?

Essentially, a Day in the Life involves our training team spending time in the work environment of your end users. We observe, participate, and immerse ourselves in their daily routines. By doing this, we ensure that our training is not just relevant but truly impactful.

We’re firm believers in the power of understanding our clients’ environments, inside and out, before we create long-term training programmes and content.

This isn’t just a theoretical exercise, in the past our team members have rolled up their sleeves, donned hard hats, slipped into hair nets, and stepped into the shoes of the people we’re here to help. From learning betting odds at Ladbrokes to mastering travel currencies at TUI, we’ve been there and done that.

And trust us, it makes all the difference.


Why is it so impactful?


  1. Empathy and understanding

There’s no substitute for first-hand experience. By spending a day in the life of the end users, our trainers get a genuine feel for the daily grind, the challenges, and the little victories that make up their workday. This hands-on approach lets us see beyond job descriptions and understand the reality of their roles.

  1. Builds rapport

Imagine stepping into a training session where the trainer already knows your name, understands the lingo, and has a clear grasp of what your day entails. That’s the kind of rapport we aim to build. It breaks down barriers, making learning more interactive and engaging right from the start.

  1. Identifies pain points and successes

By observing and engaging with employees, we pinpoint exactly where frustrations lie and what processes are already working well. This direct insight allows us to tailor our programmes to address specific challenges and reinforce existing strengths.

  1. Tailored solutions

Understanding the specific environment and culture of the workplace allows us to develop customised solutions that fit seamlessly into the existing workflow. This ensures that our training programmes are not only relevant but also easily implementable.

  1. Increased engagement

When employees see that trainers have taken the time to understand their roles, they are more likely to be engaged and receptive to the training. This leads to better participation and higher retention rates.

  1. Improved communication skills

Our trainers gain insights into the communication styles and preferences within the workplace, enabling us to adapt our delivery to better suit the audience. This leads to more effective communication and understanding during training sessions.

  1. Strengthening company culture

By immersing ourselves in the company’s environment, we gain a deeper appreciation for the company culture. This helps us design programmes that reinforce and strengthen the existing culture, fostering a sense of unity and purpose among employees.

  1. Boosting morale

When employees see that their company invests in training that truly understands their daily challenges, it boosts their morale. They feel valued and appreciated, which can lead to increased job satisfaction and productivity.

  1. Fostering innovation

By understanding the workflow and challenges from the ground up, we can identify opportunities for innovation and process improvement. This fresh perspective can lead to creative solutions that might not have been considered otherwise.

  1. Continuous improvement

By revisiting the workplace periodically, we can gather ongoing feedback and make continuous improvements to the training programmes. This dynamic approach ensures that the training remains relevant and effective over time.


Some of our past adventures…


Five Guys: Our team donned aprons and hair nets to work alongside the crew. We flipped burgers, prepared fries, and got a taste of the high-energy environment that defines Five Guys. This experience was crucial in creating training that resonates with their dynamic team.

Tony working in the kitchen of a Five Guys restaurant, wearing full uniform. He's smiling at the camera while preparing potatoe's.
Tony working in the kitchen of a Five Guys restaurant, wearing full uniform. He’s smiling at the camera while preparing potatoes.


TUI: Immersing ourselves in the world of travel agents, we tackled travel currencies and customer service quirks. This groundwork was essential to design training that supports TUI staff in delivering top-notch customer experiences.


Entain: We stepped into Ladbrokes and Coral betting shops, learning about betting odds and the fast-paced environment. This insight helped us craft focused, relevant training content that hits the mark for the chain of shop employees.


RED Construction: Equipped with hard hats and safety boots, we ventured onto one of their London building sites. Understanding the unique demands of construction work allowed us to create the EmpoweRED programme, tailored to the specific needs of their workforce.

Rich in a hard hat and RED Construction high vis, on-site in a building. He's with a team member who is showing him around.
Rich in a hard hat and RED Construction high vis, on-site in a building. He’s with a team member who is showing him around.


As the L&D lead at RED noted,

“The day in the life visit from Richard Jennings has been a game changer for our EmpoweRED programme. Having a trainer who not only understands the cohort but the business and company they work for, has made the programme more focused. Thank you.”


Ready to make a difference?

At PeopleUnboxed, we love getting out there and experiencing your world first-hand.

These immersive experiences are not just beneficial – they’re essential to creating training programmes that truly make a difference.

So, if you’re ready to unbox your team’s potential with training that’s grounded in real-world insights, we’re here to help! Get in touch: tony@peopleunboxed.co.uk or drop me a message on LinkedIn.

The 4Ps of Candid Conversations


The “Four Ps” model can help us to plan for a difficult or candid conversation so that both parties find it beneficial.

Learning Outcomes

  • Learn how to plan for a difficult or candid conversation so that both parties find it beneficial
  • Understand how to use the 4Ps to deliver a difficult message
  • Consider how this can help manage under-performance in a structured manner

Assertive Disagreement


When you disagree with someone, it is often best to be direct and clear, as it avoids an unfortunate misunderstanding. People can shy away from disagreement as it can sometimes feel confrontational. The assertive approach introduced in this module helps you to express your disagreement in a professional, constructive manner.

Learning Outcomes

  • Learn what assertiveness is
  • Learn a process to put your case across without getting emotional
  • Provide context for how to use the model in a real-world environment

Thomas-Kilmann Conflict Mode Instrument


Because no two individuals have exactly the same expectations and desires, conflict is a natural part of our interactions with others. This self-test assessment will tell you more about your predominant style of handling conflict and what this means.

Learning Outcomes

  • Provide a starting point for your development
  • Identify your conflict handling style
  • Learn about the five conflict handling modes

AID Feedback Model


Providing feedback that encourages open dialogue and communication enhances your credibility as both a teammate and as a leader. AID is a simple feedback model that can be used for positive moments and those that need corrective action.

Learning Outcomes

  • Learn a simple model for providing feedback
  • Identify your own role in each of the stages
  • Discover the benefits of creating a feedback culture

Action-Centred Leadership


Good managers and leaders should have full command of the three main areas of the Action-Centred Leadership model and should use each of the elements according to the situation.

Learning Outcomes

  • Discover John Adair’s action-centred leadership model
  • Learn how to adapt the model for your own work situation
  • Investigate the danger of becoming out of balance

Question Types


Asking the right question is at the heart of effective communication and information exchange. Using the right questions can improve a whole range of communication skills; the information we receive back (the answer) will depend very much on the type of question we ask.

Learning Outcomes

  • Learn why asking the right question is at the heart of effective communication and information exchange
  • Discover why the right questions in a particular situation can improve a whole range of communication skills

Dr. Mehrabian’s Communication Model


We are always communicating, even when we are not speaking. Other factors communicate what we really think and feel, which can be explained by looking at Albert Mehrabian’s communication model.

Learning Outcomes

  • Learn the impact of mixed messages when communicating
  • Understand that communication is a blend of words, body language and tone

Situational Leadership


Leaders need to tailor their approach based on the person they are coaching, their experience at the task and their level of enthusiasm for completing it.

The ability to adapt your leadership style to cater to different tasks and your people’s needs is called situational leadership.

Learning Outcomes

  • Understand Hersey and Blanchard’s situational leadership model
  • Recognise directive and supportive behaviours
  • Understand the four leadership styles in line with situational leadership
  • Understand the development levels of team members, based on competence and commitment
  • Become confident with flexing your leadership style to the individual and the situation