Strategic Program Design, Global Strategy, Technology, and Operations Firm

Strategic Program Design, Global Strategy, Technology, and Operations Firm

Professional Services Industry Case Study

How does a company create a strategy to spark enthusiasm in their apprentice program?

Our largest global client, a professional services firm, wanted a new learner journey for their apprentices built from a foundation of strategy. They were using traditional learning models, such as classroom-style instruction, and wanted to shift to a consistent, repeatable, and scalable year-long “learn and earn” program that included virtual options. The request within the request was for it to present and explore information with spirit and enthusiasm representative of this vibrant, valuable future workforce.

What was Clearpath’s solution?

Clearpath worked with our client to develop a playbook for what the apprentice program could look like, including suggesting methodology, identifying optimal skills for the role, and determining the best delivery approach. The goal was to create a solution that was flexible, modular, and aligned with existing global initiatives. We delivered an extensive curriculum architecture that addressed any existing gaps in skills/knowledge, reflected real-world applications, and took an iterative approach so that learning was continual over the course of the year. We also produced a detailed skills framework, by benchmarking current programming against the actual skills required in the roles where apprentices would be placed. 

What was the client’s response?

The client appreciated the level of detail the proposed strategy offered. They specifically mentioned that the plan addresses the need to create smoother transitions between months, provides a plug-and-play reusable skills-based training framework, and improves the apprentice experience.

How did this program align with organizational tenets?

Our client uses a lot of design thinking in their operations, with a focus on “how might we” questions. Our strategy offered a comprehensive solution answering “how might we” implement the apprentice program while reflecting design thinking tenets of human-centered design and iteration. We also modeled our framework on the four primary groups to which the apprentices would be assigned, aligning to their organizational structure.

What question does your business need to answer?

Our client knew the key to a new learner journey was strategy. Without a strong foundation, achieving learning and development goals is nearly impossible. How well-defined is your strategy for developing talent? Contact us to learn how we can help you ask the right questions and find the right answers.