FREE TO GROW
Education in Cape Town

Free To Grow was established in 1994 by Alinda Nortje, a former social and community worker, as a vehicle to bring personal empowerment to people in communities and organisations. Initially we only had one programme: Free To Grow Lifeskills. Today, Free To Grow specialises in Employee Engagement and associated learning & development. Nurturing: People are the reason for Free To Grow’s existence. We care deeply for them, treat them with respect and empower and acknowledge them whenever and wherever we can. Passion for quality: We set high standards for our people, our programmes, our processes and our service. We are never complacent and constantly look for ways to improve. Innovation: We thrive on finding creative, innovative and impactful ways to help people learn. We excel in creating solutions that are relevant to the context in which we work. We trust that this will help us grow in the long term. It should therefore be part of an integrated process. We believe that the extent to which we add value to our clients is directly related to our understanding of their needs and context. Indepth exploration is therefore a very important part of our implementation strategy. We use various tools including interviews and/or focus groups and study relevant documentation e.g. employee engagement surveys, on boarding programmes etc. This enables us to identify the processes, programmes & modules from our tried and tested range that best suit your needs. We then adapt the content and approach of these to closely align to your needs and brand. The objective of the excite phase is to open the door into the hearts and minds of employees so that they will be receptive to the programmes presented in the Engage phase and fully utilise these. Naturally, this depends on the scope of the intervention. We will work closely with Internal Communications to plan and implement a relevant communication strategy including e.g. (This strategy can be as creative and elaborate and expensive as you want, ranging from Flash Mobs on the one end of the scale to simple mailshots and videotaped role-plays/skits presented by employees themselves). The engagement process is designed specifically to your required objectives and outcomes. Options include workshops, small and large group discussions, facilitated conversations and coaching circles focussing on skills transfer, growing engagement and culture change. We use methodologies designed to entrench during the Engagement phase and we also have a number of addtional process and tools. Our senior consultants can support you in application of what has been learnt to ensure that it aligns to your systems and processes. Learning and development initiatives must result in sustainable behaviour change in order to be deemed successful.