Every project starts with a real problem.
Here's how some of them turned out.
Global Resilience Training
Complex procedures, high stakes, and people who hoped they'd never need any of it. The learning had to work anyway.
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Create a standardised, updatable programme to introduce company leadership to the organisation's Business Continuity and Crisis Management plans — covering overall structure, activation processes, individual roles, and where to find more information. All in a concise, engaging package.
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Business continuity and crisis management plans are developed by a small team but need to be understood by a wide audience — many of whom don't recognise their value until something goes wrong. The plans were necessarily detailed, which made them difficult to absorb at a glance.
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Two 20-minute courses built around real-world scenarios covering the company's global operations. We opened with video from the CEO and resilience leads explaining why these plans matter, then took learners through interactive, visual scenarios to discover how the plans activate in practice and what their role would be. Designed for easy updates as plans evolve.
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Leaders understood complex procedures through practical decision-making rather than policy documents — arriving at the end of each course with a clear sense of their role and confident in how to act.
Onboarding Without Borders
How do you build connection and belonging for factory floor teams across the globe — no computers, multiple languages, minimal training time?
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Create onboarding for industrial employees working on factory floors around the world — people with limited computer access, diverse literacy levels, and little time for traditional training. Resources had to work in group or individual settings, facilitated or self-guided, and feel culturally resonant across geographies.
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Existing onboarding wasn't reaching these teams. Cultural disconnect was high, turnover was a concern, and traditional materials weren't designed for their reality. The solution needed to work without computers, across language barriers, and with minimal facilitation support on site.
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A short film — written, directed, and produced by Lexeme — introducing company values through live actors, narrative storytelling, and visual cues designed to resonate across languages and cultures. Alongside it, a facilitator guide with built-in discussion prompts to encourage reflection and local relevance. The package worked independently or together, immediately accessible regardless of language proficiency or literacy level.
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Local HR practitioners in the pilot phase gave overwhelmingly positive feedback. The resources created genuine connection for employees who'd previously been overlooked in company onboarding.
Storytelling for Leaders
When leaders struggle to take ownership of internal messaging, the problem usually isn't what they're saying. It's how they're thinking about communication.
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Line managers and leaders at all levels needed support to communicate more clearly, intentionally, and trustworthily — without being scripted or having complex messages diluted.
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Many leaders relied on transactional or overly cautious communication styles. Messages were delivered, but not always understood or emotionally engaging. Leaders lacked confidence in tailoring communication to different audiences and struggled to connect intent with impact.
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A practical, storytelling-led workshop that reframed communication as a thinking skill rather than a performance skill. After a short theory foundation drawn from theatre practice, participants worked in facilitated breakout groups on real operational scenarios — shaping narratives, presenting to peers, and receiving structured feedback in a psychologically safe environment.
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Over 400 line managers and leaders attended across a year. Feedback was consistently high and the programme was widely shared and recommended. Qualitative interviews indicated stronger audience awareness and greater ownership of messaging. The session was subsequently embedded as a cornerstone of the organisation's line manager development programme.
Change in Practice
When a major ERP migration threatened to overwhelm an already stretched internal team, we stepped in to turn complexity into something people could actually use.
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Support a major ERP migration by creating job aids for multiple internal audiences — resources that needed to work both as standalone references and integrate into an AI chatbot for quick answers in daily workflows.
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The new system affected everything: hiring cycles, performance evaluations, core daily tasks. The internal team was overwhelmed, the launch date was fixed, and the ERP itself was still being built — meaning processes were evolving in real time as resources were being created.
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Working alongside the internal team, we produced over 100 graphic job aids using a clear, consistent visual design. Each one broke down specific tasks into manageable steps — designed to be quickly scanned and immediately useful. The job aids worked as standalone references and integrated directly into the company's AI chatbot, so people could get answers without leaving their workflow.
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Accelerated resource creation during a critical migration period, keeping pace with a moving target while giving employees the support they needed to work confidently in the new system.
Media Training for Seafarers
Seafarers needed to know exactly what to say in rare, high-pressure situations they hoped would never happen.
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Prepare seafarers to respond effectively if approached by journalists following an incident on their vessel. The audience ranged from junior ratings to senior officers, English wasn't a first language for most, and vessel schedules meant efficiency was non-negotiable.
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Participants were training for a situation that would happen rarely — hopefully never — and would be extremely high-stress if it did. Simply introducing the skill wasn't enough. The course needed to move people from introduction to habit formation within a short duration.
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A 30-minute mobile-friendly eLearning course that distilled the entire response method down to two simple sentences. The client initially had lengthy scripts covering multiple scenarios — we worked with them to simplify radically, knowing that only the simplest approach would be recalled years later under pressure. Short videos, interactive exercises, and scenario-based role-play then gave participants repeated practice across different contexts, building the response into genuine habit.
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Seafaring crews left the course with a clear, practised response they could recall and use under pressure — however long after the training, and however high the stakes.
The work says a lot.
So do the people who make it.