The problem this solves
Standard rollout training is a two-hour screen share nobody remembers. Salespeople get shown admin features they will never touch, admins sit through pipeline basics, the recording nobody watches becomes the official reference, and three weeks later the questions start arriving one by one in someone's direct messages. Skill gaps then surface as data quality problems and get misdiagnosed as tool problems.
How we work
The backbone of the strategy is a role-task matrix: what each role actually needs to do in the system on day one, in month one, and rarely. Training scoped to that matrix is shorter and sticks better, because nobody sits through material irrelevant to their job.
On top of it we design per-role curricula and the format mix: live hands-on sessions on your portal with your data, recordings for reference, cheat sheets for the desk, office hours for the long tail of questions. Timing is part of the design, since training delivered too early decays and too late creates go-live panic.
The strategy also covers what happens after the sessions: how competence gets verified, who answers questions from week three onward, and how future new hires get onboarded without reassembling the whole program.
Deliverables
- Role-task matrix
- Per-role curriculum with formats and durations
- Training calendar aligned to the rollout plan
- Materials plan: recordings, cheat sheets, practice environments
- Competence verification approach
- Post-go-live reinforcement and new-hire onboarding design