Week six is when most inductions are forgotten. Make yours the one that isn't.
Half-day and full-day culture, values and respect-at-work sessions slotted inside your induction or onboarding program. Built for graduate, apprentice and new-starter cohorts. CBH, RAC, Westrac, MRL and Synergy have built our sessions into their onboarding for exactly this reason.
Week one is when the values either become real or stay on the poster
The first week of work is when the values either become real or stay on the poster. Our induction and onboarding sessions bring the workplace to life through Corporate Theatre - characters making the kinds of choices your new starters will face in their first month - so the culture lands as something practised, not something briefed.
Each module is a self-contained 60 to 180 minute block. Choose one or sequence several inside a longer onboarding program. The shape adapts; the spine is Corporate Theatre plus practice.
Induction and onboarding lands hardest when the organisation has a reasonably large intake on a regular cadence - graduate programs, apprentice programs, multi-site cohorts moving through a shared onboarding week.
Living the values
The Apprentice Play brings four new starters into the room - each making different choices about the values that hold the workplace together. New-starter cohorts walk out knowing what the values look like in practice, not on the poster.
Respect at work foundations
An introduction to the behaviours your workplace expects. Positive Duty in plain language. The Upstander move. The kind of culture the new cohort is joining.
Courageous conversations starter
Early-career professionals practise the conversations they will need to hold - asking for feedback, raising concerns, escalating respectfully - with our actors playing the senior colleagues on the other side.
Recruitment & selection days
Where TEL is brought in for the recruitment process itself. Trained actors stand in across observed exercises so panels see how candidates behave under realistic conditions, not just how they describe themselves.
Where it fits
The induction shapes we slot into. Mix and sequence modules to suit your existing program - we are not trying to replace your induction, we are landing the parts that do not stick from a slide deck.
- Graduate intakes for professional-services firms and corporates
- Apprentice and trainee cohorts at mining, utilities and trade workforces
- Multi-day onboarding programs at large-intake organisations
- Single-session culture refreshers at smaller-cohort organisations
- Recruitment assessment days with observed-scenario practice in real time
- Cross-cohort induction days where new starters from multiple disciplines meet
“Our graduate intake comes through induction week with a hundred different priorities. The Experience Lab session is the one they are still talking about in month two. That is the culture lesson landing.”
— Learning & Development Lead, mining services contractor
Frequently asked questions
From small single-session cohorts of 20 to multi-site intake weeks of several hundred. The format scales - smaller cohorts get deeper practice; larger cohorts get more Corporate Theatre at scale with smaller breakout groups for the practice work.
Yes. We slot inside the structure you already run - we are not asking you to redesign induction around us. Each module is 60 to 180 minutes and can sit alongside HR, IT, WHS and benefits content as one of the experiential blocks.
Yes. The scenarios, language and characters differ for each cohort. Graduates need different practice from apprentices on a mining site, and both need different practice from lateral hires joining a corporate office.
We provide trained Corporate Actors who stand in across observed exercises and stress-tested scenarios so your assessment panels see how candidates behave under realistic conditions - not just how they describe themselves. The actors are calibrated and consistent across the day so candidate comparisons are fair.
Many of our induction clients pair the in-room session with custom training video for the asynchronous layer - see Training Video Filming for the production-side offering. The in-room session lands the culture; the video reinforces it through the first six months.
Training Delivered Differently
What does your next intake look like?
Tell Jacob about the cohort, the program around it and the moment in week one we would land. Twenty minutes to scope the right session.