Skills · the do-it layer
Knowing what to do was never the problem
Your people can agree with every word of a masterclass and still post nothing next week. This layer is the practice: small groups, work on their real accounts, and implementation between the sessions, so it doesn’t stop when the training does.
The program at a glance
The formats
Two formats
Training program
Modular training in groups of fifteen at most, built from a catalogue of 75-minute modules.
We only book the modules your team is missing, in the order that fits them, online or on-site. No slides to sit through and no recordings to skip: sessions are interactive, and people leave each one with something they made for their own account.
Between modules you can add group coaching, or individual sessions for people who need it one on one. Coaching is always an add-on, never the program itself.
Micro masterclass series
Short, focused sessions of 45 minutes, in a series of five or more, for groups up to a hundred.
One topic per session, online, and most sessions end with a checklist or playbook people can use straight away. This is the lighter way to keep skills moving: after a program, alongside one, or as a way to start when a full program is too big a commitment.
In how I work this is the last layer: do it. If the direction isn’t clear yet, strategy comes first.
Pick any five or more
The micro masterclass library
Twenty-six sessions across five skill areas. A series is any mix of five or more. A few examples of what teams pick:
By topic
The three programs
How we work together
What we expect of each other
My side: I’m available between sessions for questions and feedback, the materials get adjusted until they work for your situation, and everything we cover can be used in daily work the same week.
Your side: leadership sits in on the key sessions, participants get protected time to do the work, and people tell me honestly what works and what doesn’t. I also ask that everyone joins live, because recordings don’t change behaviour. Showing up does.
I can’t make your people do the work. When they show up, the sessions and the materials will do their job. Without execution, even the best training delivers nothing.
Questions
Questions I get a lot
How many modules does a program need?
As many as the gaps, and no more. There’s no fixed curriculum: the intake decides which modules matter for your team.
What happens after the last module?
The routine gets built during the program: people implement between the sessions, so by the end it runs without me. If you want to keep something going after, group coaching or a micro masterclass series can follow, and both are add-ons, so that’s your call.
Do you record the sessions?
No. Recordings almost never get watched, and people listen with one ear when they know there’s a recording. That’s why every session is live.
Is coaching part of the program?
It’s an add-on. Group sessions of an hour between modules to review progress, and 30-minute individual sessions for people who want it one on one.
What if people don’t do the work?
Then nothing changes, and I’d rather tell you that now than after the invoice. It’s why the conditions in “what we expect of each other” get agreed before I start.
Make it stick
Tell me which skills your team is missing, and I’ll build the program around exactly that.
Partway into the program we stop and evaluate. Not convinced I’m the right partner? You get your investment back, minus what’s already delivered.