Learning experiences that move metrics
Everything we create is designed to make a measurable impact. We help Fortune 500 companies drive toward the triple bottom line: people, profit, and the planet. Our Mindset, Model, and Method ensure impact is never an afterthought.
Metrics We’ve Moved
Metrics We've Increased
- Retention
- Sales and revenue
- Employee engagement
- Net promoter scores
- Supply chain efficiency
- Market share
Metrics We've Reduced
- On-the-job injuries
- Shipping delays
- Patient readmission rates
- Carbon emissions
- Customer complaints
- Regulatory fines
The Handcrafted Mindset
Shift organizational thinking from “checking the box” to concrete results.
Measure What Matters
Track skill-building, not knowledge memorization.
Identify What Exists
The business already tracks performance—track down the data.
Prepare to Compare
If you can’t compare apples to apples, account for oranges.
Stay in the Flow
To maintain the pace of business, measure in the flow of work.
Be Scientists
Fearlessly pursue results and treat everything as an experiment.
The Handcrafted Model
Measure four categories of data. Context tells a comprehensive story.
Existing Data:
Business Outcomes
Company benchmarks that are used to measure operational success.
Existing Data:
Job Performance
On-the-job metrics that are a leading indicator of business outcomes.
New Data:
Behavioral Indicators
Observable behaviors that are a leading indicator of job performance.
New Data:
Personal Experience
Learner insights that are a leading indicator of on-the-job behavior.
The Handcrafted Method
A project starts once success metrics are defined. That way, everything is designed with the end in mind.
First, we define the current state and desired outcomes.
Next, we select metrics and establish baselines.
Then, we collect data while controlling for variables.
Finally, we conduct a comparative analysis.
Example: Increasing Sales
A global pharmaceutical company needed to increase market share in a competitive landscape. We identified skills that correlated with high performers, developed those skills with reps in target regions, then tracked on-the-job execution with customers—which correlated with a rapid rise in closed sales.
Example: Upgrading Memberships
A global retailer needed to increase membership renewals to meet annual business goals. Through virtual workshops for shift teams, peer role-plays in break rooms, and on-the-job practice tools, we quickly activated frontline talent—increasing individual metrics and membership revenue.
Example: Improving Retention
A global manufacturing company needed to upskill leaders to improve the performance of its talent. We designed on-the-job measurement tools to accompany a practice-based skill development program. Leaders improved behavioral performance as observed by direct reports and direct managers—leading to increased retention.
Example: Decreasing Incidents
A global brand with warehouse operations needed to decrease safety incidents to protect its people and its reputation. Our analysis uncovered physical actions and procedural decisions that were increasing risk and injury. A cascading program of hands-on coaching reduced incidents—and safety fines.