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Harmoni TrainingA system nobody was taught is a system you pay for twice.
This is the line most often cut from a budget and the one that decides whether any of the rest of it lasts. So we include it rather than offering it.
People are given software and left to guess.
Nobody admits this. Everybody does it. A one-hour walkthrough at go-live, a recording nobody watches, and then a year of workarounds invented under pressure.
The result is a business paying full price for a tool it uses at a third of its capability, and blaming the tool.
of software users report not knowing how to use all the features and workflows they are supposed to.
hours per employee per year are lost navigating software that was never properly adopted.
formal learning hours per employee per year is the average, at about $123 an hour.
Why one session is never enough.
Forgetting is not a discipline problem. It is measurable and predictable, and the fix is reinforcement rather than effort.
of projects with excellent change management met or beat their objectives. With poor change management, 13%.
of digital transformations fall short, and the people side is usually the deciding factor rather than the technology.
of employees are willing to support enterprise change, down from 74% in 2016, while absorbing ten changes a year instead of two.
Four things, and none of them is a webinar.
Written procedures
Step-by-step, in your words, with screenshots. Short enough that somebody actually reads them mid-job.
Role-based sessions
Thirty to sixty minutes, by role, on the work that role actually does. Not a tour of every menu.
A place to look things up
One home for the procedures, searchable, kept current. Institutional memory that does not live in one person’s head.
A follow-up weeks later
The best questions arrive on day twenty, not day one. We come back for them.
of what a business knows exists only inside one person’s head. When they are away, that share of the job cannot be done.
hours a week are lost waiting on information from colleagues or rebuilding knowledge that already existed.
months is how long a new hire can take to reach full speed, after two and a half months of formal training.
It is what makes a business bigger than its founder.
When a large share of what a company knows exists only inside one head, every holiday is a risk, every resignation is an outage, and every new hire takes months to be useful.
It is also the difference between a business you own and a job you cannot leave. Buyers, lenders and insurers all ask for the same thing: is it written down.
Included, or standalone.
| With a consulting engagement | Included. We will not hand over a system without the procedures and the sessions. |
|---|---|
| Standalone documentation | Scoped by the number of processes. Fixed price, agreed before we start. |
| Standalone training | By role and by session. Usually a half-day for a small team, plus a follow-up. |
| Kept current | Available on a monthly agreement, so procedures do not quietly go out of date. |
Let’s find out what should change first.
A discovery call is thirty minutes. We ask about the business, not the software. You leave knowing what we would do first and what it would cost, whether or not you hire us.
What happens on the call
You talk, we listen
Ten minutes on what is actually going wrong and what you have already tried.
We name the first move
One recommendation, in order of priority, with the reason behind it.
You get a number
A real price range before you leave the call. No proposal cycle, no chasing.
No sales script. No obligation. If we are not the right fit we will say so and point you somewhere better.