Step 1: The 8-Day Analysis
I begin every engagement with a comprehensive, 8-day learning and development audit. This includes:
Step 2: Tailored Support
Based on the findings, choose from:
This foundational step is excellent as it ensures both parties understand the scope of work. Here’s what the analysis could include:
At the end of the first month, you choose from the Expanded Service Offering and select your desired intensity level, or you can opt to receive only the report.
Advisory and oversight for smaller-scale projects or strategic input.
In-depth support for focused initiatives, such as leadership development or tech stack implementation.
Comprehensive partnership for multiple, complex projects or end-to-end strategy execution.
Design seamless onboarding programs tailored to the scale-up's culture and growth goals.
Develop fast-track onboarding for key hires, enabling quicker integration and productivity.
Craft career development frameworks aligned with individual growth aspirations and business goals.
Include mentorship programs and stretch assignments to help younger employees see a future within the company.
Identify critical roles and create a succession plan to ensure business continuity.
Develop internal pipelines to grow talent for future leadership roles.
Build initiatives that focus on motivation and retention, such as peer learning programs, innovation challenges, and recognition systems.
Include metrics for engagement to track progress and adjust strategies.
Guide the organization through transitions, such as the introduction of new tools, processes, or scaling operations.
Ensure that employees feel supported during periods of rapid growth or restructuring.
Assess current tools and make recommendations for a scalable, integrated tech stack (e.g., LMS, knowledge sharing platforms).
Help implement and train teams to use these tools effectively.
Set KPIs for learning programs and establish methods to measure their impact.
Deliver periodic progress reports showing the value of training and development investments.
Create leadership programs for first-time managers, senior leaders, or high potentials.
Focus on key skills such as emotional intelligence, strategic thinking, and coaching.
Collaborate with HR to build DEI-focused training and initiatives that foster a more inclusive workplace.
Train teams to be agile and resilient in times of change or uncertainty.
Implement cross-functional training to improve collaboration and adaptability.
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