Blended Learning Studio was founded by Claudine Charles to give organisations access to senior, flexible people-development expertise without forcing every challenge into the same solution.
Claudine’s career spans executive coaching, learning and development, organisational development, change, inclusion and organisational psychology. She has worked in-house, in consultancy and as an associate partner, giving her an understanding of both sides of the client-consultant relationship.
“Organisations don’t need more generic training. They need practical, psychologically safe, and evidence-informed interventions that translate directly into how leaders lead and teams collaborate every day.”
Claudine is an accredited executive coach, facilitator, learning designer and organisational development consultant. She has worked with managers, leaders, senior teams and organisations across the private, public and not-for-profit sectors, including global programmes delivered across EMEA, North America, LATAM and APAC.
Her academic and professional background includes an MSc in Organisational Psychology with Distinction, an MA in Human Resources Development, a BSc (Hons) in Psychology, a Postgraduate Diploma in Executive Coaching, a Professional Diploma in Digital Learning Design and qualifications in coach-mentoring, team coaching and workplace neurodiversity.
She is an EMCC Senior Practitioner and ICF Professional Certified Coach (PCC), and is certified in a range of psychometric tools including Hogan and Lumina.
Claudine is known for building trust quickly and creating an environment in which people can be open, reflective and honest. Her approach combines warmth, empathy and curiosity with respectful challenge. She is transparent about her process and works in partnership rather than positioning herself as the person with all the answers.
Her organisational psychology and consultancy background means she does not look at people in isolation. Role expectations, team dynamics, management relationships, culture, systems and organisational context all matter.
Understand the brief, the business context, the people involved and the outcome that matters.
Use interviews, focus groups, surveys, document review or other evidence to understand what is really happening.
Create an approach proportionate to the challenge, drawing on the right mix of coaching, facilitation, learning and organisational intervention.
Work collaboratively with stakeholders, communicate clearly and adapt when the context changes.
Capture feedback, outcomes and learning so that the work contributes to sustained organisational capability.
Let us discuss your leadership, team, and organisational priorities in an initial consultation.