What does a typical engagement look like?
Engagements typically range from three to five days, but can be as short as a one-day in-house development session and as long as two or three weeks. We use an efficient yet extensive methodology developed over the last 20 years involving five stages:
1. Needs assessment, design and development
The initial consultation (approximately 20% of engagement time) entails a critical analysis of the key business issues facing the organization and where gaps exist in team capabilities. We do this working closely and directly with the core management team. Based on this assessment, a custom-designed approach is developed including strategic and/or research methodologies and detailed training material and agenda.
2. Executive development training sessions
Before any strategy is developed, we spend about 35% of engagement time in executive development training sessions for internal staff so that they are fully capable of implementing the key elements of any strategy or research in the future.
3. Strategic implementation sessions
Approximately the next 35% of engagement time involves working with the internal core team to develop a strategy or research agenda. This entails expert facilitation in front of the group to guide them through the relevant process at hand. This not only provides expert guidance for the development of the strategy, but also serves as “practice” for internal staff that will be charged with employing and using the process in the future.
4. Strategic review follow-up
The final 10% of engagement time involves a strategic review of what was implemented as a result of the training and strategy sessions. This is crucial to internal staff development as learning from mistakes or “deviations from plan” can be instrumental to successful implementation in the future.
5. Ongoing executive training sessions as needed for scale
While a typical initial engagement would involve between 20 and 30 core staff, many organizations have a significant number of staff that can benefit from the development of these skills. Gaining “scale” can often transform a corporate culture and encourage new and innovative ways of approaching markets and customers. Consequently, we will often run follow-up training and development sessions within the organization on an as-needed basis. As with everything we do, our intent in these sessions is to develop an internal “Leaders Teaching Leaders” capability so that future training sessions can be done in-house.