TTS_06Team & Talent System™ 8–10 weeks build, ongoing delivery

Learning & Development

Structured leadership, functional, and compliance learning paths that scale capability.

Why it matters

Throwing courses at people doesn't build capability. This module architects a real L&D engine — manager enablement, leadership pipeline, compliance certifications — measured against business outcomes.

Scope covered

L&D architecture: leadership / functional / compliance / onboarding tracks

Manager enablement curriculum — first-time manager → senior leader

Coaching & mentoring programs (internal + external)

Onboarding 30-60-90 by role family with day-1 readiness

Learning paths tied to skills taxonomy (TTS_02)

Compliance training — POSH, code of conduct, infosec, anti-bribery

Learning measurement — Kirkpatrick L1–L4 with business impact

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team, not handed over as a deck.

1
Capability gap analysis
Week 1–2
Diagnose the capability gaps blocking the strategy — leadership, function, technical — at company and individual level.
2
Learning architecture
Week 2–4
Design the learning architecture — onboarding, function-specific, leadership tracks — with build / buy decisions.
3
Manager & leader programs
Week 4–6
Stand up the new-manager program and leader development cohort with measurable behaviour outcomes.
4
Delivery model & LMS
Week 6–8
Configure the delivery model (cohort, self-paced, coaching) and LMS / learning experience platform.
5
Effectiveness measurement
Week 8–10
Install the effectiveness measurement (Kirkpatrick L1–L4) tied to performance outcomes — not seat-time.