Providing service excellence 

   Relationship management  

At the core of BG is a team of experienced relationship managers who manage long term relationships with leading global institutions.  Our relationship managers understand finance but are never afraid to say ‘let me find out’ when faced with some hitherto unknown financial terminology.


BG relationship managers take your enquiry and see it through to execution, they are responsible for ensuring we deliver on each and every training intervention in a manner which meets and exceeds your expectations.

“Excellent trainer, made the session interactive, engaging and knowledgeable. Brought content to life with relevant and interesting stories”


Client Meeting Skills for Relationship Bankers

Global Wholesale Bank, London


Client relationship managers


Directors of studies


Highly effective trainers


BG training methodology

   Directors of studies  

 “Engaging, clear explanations, enthusiastic, knowledgeable and happy to talk around the subject” 


Client Meeting Skills for Relationship Bankers

Global Wholesale Bank, London

BG employs experienced trainers in the role of Director of Studies.  This ensures a consistency of quality in our course materials and approach to learning.  The Directors of Studies do not know more about all of our topics than all of our trainers; but rather they are excellent managers of trainers and experts in effective training, who are committed to excellence in everything we do.


We have 20 years of experience of recruiting and developing the best trainers who have worked in the financial services sector in operations, relationship management, credit, risk, sales, trading, M&A, asset management and a host of other roles.

We have a wide variety of trainers: some are highly specialist, some can turn their hands to more cross divisional, induction and blended relationship skills training.

We have a cohort of trainers who specialise in CISI exam training. 

Above all we work as a team, with our clients, to ensure we meet your talent, learning and development objectives.

   Training style  

How we approach designing and delivering training depends on the topic, the participants and your objectives.  We frequently deliver very short training sessions to time strapped professionals who do not want to be away from their desks for more than 2 hours; we are also adept at delivering 20 days of training to graduates who we keep busy with hands-on exercises all day.


BG trainers are all trained in the prevalent theories of learning.

David Kolb described the adult learning process in a model.



The most direct application of this model is to ensure that teaching and tutoring activities give full value to each stage of the process. This may mean that for the trainer the major task is to "chase" the learner round the cycle, asking questions which encourage Reflection, Conceptualisation, and ways of testing the ideas. (The Concrete Experience itself may occur outside the classroom).

   We take into account different learning styles  

The model describes four stages in learning which build in a circle.  The learner might have a Concrete Experience which is followed by their Reflection on that experience.


The learner might then derive some general rules describing the experience (Abstract Conceptualisation), and then might construct of ways of modifying the next occurrence of the experience (Active Experimentation), leading in turn to the next Concrete Experience. All this may happen in within seconds, or over a much longer period and there may be a "wheels within wheels" process at the same time.

Honey and Mumford (1982) built a typology of Learning Styles around the Kolb model  identifying that there can be individual preferences for each stage (Activist, Reflector, Theorist, Pragmatist respectively).

“The Trainer is excellent. Very clear expression of content and easy to understand”


VP Head of Sales

Asian Bank

What does this mean to our participants?  You can be assured that dependent on the topic, audience and learning objectives of the clients who commission the training we will include the appropriate mix of:


  • Theory

  • Discussion & challenge

  • Reflection

  • Hands on exercises and cases including calculations

  • Hands on practice (modelling)

  • Role plays

  • Participant presentations

  • Simulations

The 70:20:10 model (read the BG article)

How can training become more ‘sticky’?  The 70:20:10 model is not a strict recipe but just a useful guide to remind us that people remember things mostly through ‘doing it’, on the job and that the formal training part of our learning is a small yet important slice of the overall learning pie. 


In order to make our learning more sticky; to look after our clients who face tight budget restraints and participants who are time strapped; and to adapt to a younger generation of learners who wish to take control of their learning BG offers you a blend of learning approaches and interventions to meet your requirements.

   Our blended learning approach  

   Successful outcomes & long term relationships  

BG is more than willing to ask our clients to provide you with references.  As contracted preferred global suppliers to many global institutions our contract terms prevent us from providing their logos and names on our website.


Our training receives excellent feedback across the board. We work on behalf of the client to achieve the learning outcomes they have specified, and in addition to this we achieve very strong participant feedback.







“I enjoyed the course and believe I have taken on lots of information, which will be effectively used at work on a daily basis”


Capital Markets Financing

Full Service Investment Bank, Hong Kong