L&D Program Design & Execution

This model works best when:

• You have a clearly defined learning need or gap
• A program needs to be built, rebuilt, or scaled quickly
• Internal teams lack time, capacity, or specialized expertise
• You need content, adoption and impact

Common use cases include:

• Sales, technical, or customer enablement programs
• Leadership or manager development initiatives
• Certification or credentialing programs
• New-hire or role-based onboarding
• Learning modernization efforts

Execution engagements are tailored, but may include:

• End-to-end program design and build
• Curriculum and content development
• Learning journeys and pathways
• Assessments, certifications, or credentials
• Enablement materials for managers and leaders
• Measurement and feedback frameworks
• Documentation and handoff for internal teams

The focus is always on clarity, usability, and real-world application.

Clients typically leave with:

• A learning solution that is ready to use—not just documented
• Stronger alignment between learning and business goals
• Increased adoption and engagement
• Internal teams equipped to maintain and evolve the program
• Faster time to impact

L&D Program Design & Execution engagements are:

• Fixed-scope and time-bound
• Anchored to specific outcomes or deliverables
• Priced as a defined engagement rather than ongoing leadership support

In some cases, work may be billed hourly during active build phases. In others, it may be structured as a project-based fee tied to milestones.

The structure is intentionally flexible and designed to match the nature of the work and the needs of your organization.