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
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.
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.
Target Audience: Early-stage scale-ups addressing the first signs of growth pains.
Focus: Establishing structure and addressing immediate challenges.
Months 2-6: 1 Day/Week
• Onboarding Strategy & Implementation:
• Develop an onboarding framework that communicates the founder’s values and aligns with company culture.
• Create pre-start learning modules and fast-track onboarding for key hires.
• Retention-Focused Career Pathing:
• Begin crafting basic career development frameworks.
• Introduce mentorship opportunities to connect Group C employees with experienced team members.
• Learning Technology & Knowledge Management:
• Audit existing tools and recommend a scalable knowledge-sharing system.
• Establish a central knowledge base and train teams on how to use it.
• Measurement & ROI of Learning Initiatives:
• Define KPIs for onboarding and learning success.
Key Deliverable: A foundation L&D strategy and a basic knowledge-sharing system.
Target Audience: Scale-ups experiencing rapid growth, with Group B leaders recruiting Group C teams.
Focus: Supporting leaders and implementing scalable solutions.
Months 2-6: 2 Days/Week
• Onboarding Strategy & Implementation:
• Refine and expand onboarding programs to include leadership coaching for Group B managers.
• Implement cultural integration initiatives to retain Group C employees.
• Retention-Focused Career Pathing:
• Build detailed career pathways aligned with business goals.
• Introduce stretch assignments to keep employees engaged and motivated.
• Custom Leadership Programs:
• Train Group B leaders on how to build high-performing teams.
• Offer workshops on managing change and fostering a positive team culture.
• Employee Engagement Initiatives:
• Launch innovation challenges and peer-learning programs to improve retention.
• Change Management Support:
• Support teams during transitions, ensuring smoother adoption of new processes.
Key Deliverable: Leadership development programs, refined onboarding, and clear career pathways.
Target Audience: Mature scale-ups dealing with complex organizational challenges.
Focus: Comprehensive transformation and optimization for sustainable growth.
Months 2-6: 3 Days/Week
• Succession Planning:
• Identify critical roles and build talent pipelines for leadership positions.
• Create tools to support long-term organizational continuity.
• Learning Technology & Knowledge Management:
• Implement and integrate advanced LMS and knowledge-sharing platforms.
• Train teams to ensure consistent use and value extraction.
• Custom Leadership Programs:
• Deliver intensive leadership development for senior executives and high potentials.
• Diversity, Equity, and Inclusion (DEI) Programs:
• Collaborate with HR to implement DEI training and create a more inclusive workplace.
• Agile Workforce Development:
• Train teams on adaptability, cross-functionality, and collaboration during rapid growth.
• Measurement & ROI of Learning Initiatives:
• Conduct in-depth analysis and reporting on learning impact.
Key Deliverable: Scalable leadership and talent development frameworks, advanced tools, and detailed reporting mechanisms.
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.
Aujourd'hui | Fermé |