How the work goes
You know your people. You know who holds the team together, which managers are learning to lead on their own, and who you’d hate to lose. I start with what you already see. From there the work moves through 5 steps, and at each one you’ll know what I’m doing and what you have in hand.
The 5 steps
1. Listen
Our first conversations are about your people. I talk with you and your leaders about how the team works today and what isn’t working. It takes some of your time and some honest answers. At this step, you’ll mostly hear questions from me.
2. Baseline
Next we write the Impact Baseline. It has 3 parts:
- 3 to 5 measures we choose together
- Where each one stands today
- The target for each
It goes into our agreement before any work starts.
3. Build
Then I put the right thing in place, based on what we found. It might be a hiring process and an onboarding program. It might be a plan for keeping good people, or training I design and deliver to your managers myself.
I build it for your team and hand it over when it’s ready.
4. Guide
Your managers will hit questions nobody planned for the first few times they try something new. I coach them, and you, through the change so it holds. Manager coaching is part of the Director retainer. In the leadership program, follow-up coaching comes after the training.
5. Prove
We go back to the numbers from step 2 and look at what moved. On a retainer, you get a one-page scorecard every month. The Director retainer adds a quarterly impact review. People Foundation ends with a before-and-after report, and the leadership and retention projects each close with an impact report.
What working with me looks like
We agree on the numbers before any work starts
It’s the Impact Baseline from step 2, in writing, inside our agreement. When we look at progress, we’re both working from the same starting point.
You’ll always know what you’re paying for
Every month, the one-page scorecard shows where the numbers stand, so you can see what your retainer is doing. On the Director retainer, the quarterly impact review adds a longer view. Projects end with a report of their own.
Your managers get an answer within one business day
A manager with a hard conversation coming up can’t always wait for the monthly call. On a retainer, they can bring the question straight to me. They’ll hear back within one business day.
What we build stays with your team
The hiring process, the onboarding program, the handbook, the plans: your team keeps all of it. It’s theirs to use after the work ends.
If it’s a legal matter, I’ll tell you and point you to employment counsel
Some HR questions turn out to be legal ones. When that happens, I’ll say so and point you to employment counsel. Your own counsel also does the final legal review on any handbook I write.
Tell me about your team
A few sentences is plenty. I’ll read them and reply within one business day. If it looks like a fit, I’ll suggest a call.
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