Our approach
How we work
In-company, customised, and reviewed afterwards. The classroom is only part of it.
What we do
Six capabilities, one outcome
Capable people who work safely, think operationally and can be trusted with responsibility.
Leadership development
Building resilient teams and leaders who inspire excellence and hold themselves accountable.
Technical mining training
Industry-focused programmes that equip teams with the technical skills the operation actually requires.
Behavioural assessment
Shadowmatch and SkillsGrid used to identify individual strengths and place people where they will succeed — part of how we engage.
Equine assisted learning
Experiential learning that surfaces how someone really leads, communicates and handles pressure.
Industry partnerships
Working with mining houses, universities and industry partners so learning stays aligned to the workplace — see Mine Mentor.
Ongoing support
Customised material, coaching and post-training review so the change holds after the classroom empties.
In-company training
Our open and residential courses are well known, but most of our time goes into in-company programmes built for a single organisation. Courses can be adapted to your specific needs, or a bespoke course developed from scratch. The approach is interactive — current experience combined with practical application — and combining the training with real, live application is where most of the value comes from.
What that gets you
- Material developed for your sector, your risks and your requirements
- Sensitive or commercially competitive information can be used without compromising it
- Pace matched to the authority level and learning ability of the delegates in the room
- Agenda priorities set by your learning needs, not by a fixed syllabus
- Savings on travel, accommodation and personnel time
- One-on-one mentoring and guidance where an individual needs it
The Comodex training cycle
Four stages, and the fourth feeds the first. This is the model every engagement runs, whether it is a one-day course or a twelve-month programme.
01
Training needs analysis
A training programme manager works through the requirement with you on site — what is actually going wrong, at which level, and what competence you have to be able to prove.
02
Course development
Material is built or adapted for your sector, your risks and your procedures, at a pace matched to the delegates who will be in the room.
03
Presentation
The programme runs in-company — your incidents, your language, your working place — with formative assessment built into delivery rather than bolted on at the end.
04
Evaluation and follow-up
The programme manager returns to confirm the need was actually met. What that review finds shapes the next analysis, so the programme improves rather than repeats.
Beyond training
Where the situation calls for more than a course, the support can cover:
- Management briefings
- Coaching
- Systems design and implementation
- System auditing
- System gap analysis, review and improvement
- Training needs analysis
- Course design and customisation
- Software development
- An integrated management systems approach
How we know it worked
Measurement is built into delivery rather than bolted on at the end:
- Formative assessment during each lesson
- Group exercise evaluation
- A written learning assessment after every chapter
- A closing case study in which the group develops a real improvement plan for their own workplace
- A certificate on successful completion
- A post-delivery review by the training programme manager
Where behavioural insight is needed, Shadowmatch and SkillsGrid assessments give a measurable before-and-after.
Tell us the problem. We will design the programme.
Every Comodex engagement starts with an exploratory conversation — no cost, no obligation. We look at your risks, your levels and your operating reality, then propose the programme that fits.