Design & Delivery
Who this is for
Senior HR leaders who have a budget, a mandate, and a suspicion that another training catalogue won't move anything.
Boards who need to know whether the bench is really there. It is not for organisations who want a tick in a box.
How an engagement is shaped
Four phases. The first two are often all a client needs from us before they can act on their own and we'll say so if that's the case.
Phase 01
2-3 weeks
Diagnostic
Structured conversations across the six domains at organisation, management and team level. We interview, observe where we can, and read what your own data already says. You get a written picture, including the parts nobody enjoys.
Phase 02
2-3 weeks
Framework
What maturity needs to look like in your context, by leadership tier described in behaviour, not competency language. This is the artefact your HR team will still be using in three years.
Phase 03
4-6 weeks
or more
Strategy & sequence
A 12–24 month L&D strategy: what to do, in what order, with what you already have. Where an internal team can run something, we say so rather than quoting for it.
Phase 04
Ongoing
Advisory Alongside
Access to Matt and Sarah as the work lands for the decisions and the derailments that a document cannot anticipate. Usually a standing monthly session.