HR programmes
Programmes that sequence activities over weeks
A single afternoon rarely changes anything. These plans put several activities in an order, with the reason for the order, what to watch for, and the mistakes that are hard to recover from.
The first two weeks
An onboarding plan built around who to ask, not what to read.
Anyone responsible for new starters, for a single joiner or a cohort.
6 sessionsOngoing — about forty minutes a week plus one longer session a quarterA year of remote rituals
Small repeating things that keep a distributed team connected between the big events.
Teams that are fully remote or mostly remote, five to forty people.
7 sessionsOne day, nine until fourA one-day offsite that decides something
A running order for a single day, with the activities placed where they do work.
A team of eight to forty with one substantial thing to resolve.
6 sessionsOngoing — about an hour a monthRecognition that is not a gift card
A programme built on specificity and routing rather than budget.
HR and team leads whose recognition scheme goes to the same four people every quarter.
4 sessionsFour weeks, about seven hours of scheduled activityThe first month of a new or merged team
For a reorganisation, an acquisition, or a team assembled from four others.
Leads of teams that have just been formed, merged or substantially reshaped.
6 sessionsSix sessions over three months, ninety minutes eachA practice series for new managers
Six sessions that give people somewhere low-stakes to find out how they lead.
Cohorts of four to twelve first-time or recently promoted managers.
6 sessions