Solution blueprint
Simulated case. Brightline Health Services and all names and figures are fictional — constructed for portfolio purposes.
Every component of the blend, with its owner, timeline and dependencies. Weeks are counted from proposal approval (week 0 = approval; the requested deadline was “live next quarter”, ~11 weeks).
| # | Component | Owner | Builds | Launches | Depends on | Done when |
|---|---|---|---|---|---|---|
| 1 | One-on-one cadence standard + template | Ops directors (HR supports) | Weeks 1–2 | Week 3 (with week-5 manager briefing) | COO approval of rostered time | Standard published; template in every manager’s hands; time visible on rosters |
| 2 | Review-form change (2 qualitative questions) | HR | Weeks 1–3 | Next review cycle (and next quarter’s form run) | HR policy sign-off | Form revised; old ratings-only version retired |
| 3 | Span-of-control review | Ops → COO | Weeks 2–5 | Week 6: options memo to COO | None (analysis already done) | COO receives the memo; decision logged |
| 4 | “Feedback in 5 minutes” job aid | L&D | Weeks 2–3 | Week 3 | Template (component 1) so the two share language | Printable + accessible HTML/PDF live; referenced by template |
| 5 | Branching scenario (15 min) | L&D | Weeks 2–6 (incl. testing) | Week 5 manager briefing | Job aid language (component 4) | Scenario live, tested for usability + accessibility |
| 6 | 30-day practice challenge | L&D + HR | Weeks 4–6 | Week 5 (starts with the briefing) | Scenario + template | Challenge kit published; peer check-in pairs assigned |
| 7 | Scorecard change (team-development items) | COO | Weeks 3–8 | Next scorecard cycle | COO decision | Scorecards re-issued with team-development items |
| 8 | Measurement setup | L&D + HRIS | Weeks 4–6 | Week 5 (baseline locked) | Pulse survey instrument | Dashboards live; baseline validated against HRIS |
Sequencing logic
- Weeks 1–3 fix the environment (cadence, template, form, job aid). Nothing about “training” launches before managers have somewhere to do the behavior.
- Week 5 is the manager briefing (30 minutes, not 2 hours): the standard, the template, the job aid, and the scenario — in that order — plus challenge sign-up.
- The skill practice (scenario) and reinforcement (challenge) ride on top of the structure, mirroring the action map: no practice without a place to perform.
- Measurement starts at launch, not after: baseline was locked during discovery; the first post-launch pulse lands 6 weeks in.
Component 1 detail: the one-on-one template (ships with the cadence standard)
Manager one-on-one — 15 minutes, every two weeks (Bring: this sheet + the “Feedback in 5 minutes” job aid)
1. How are you? (2 min) — one genuine open question; listen; note anything to follow up. 2. Wins and progress (4 min) — “What went well since we last talked?” Name one specific thing you observed. (Structure: situation → behavior → impact.) 3. What’s in the way? (4 min) — “What’s slowing you down?” If it’s yours to fix, say when it will be fixed. If it isn’t, say who owns it. 4. One piece of feedback (3 min) — one specific, behavior-based piece of feedback (use the job aid). Ask for their view before agreeing next steps. 5. Next step + book the next one (2 min) — agree one action each. Put the next one-on-one in the calendar now.
Notes: keep it their meeting, not a status update. Cancel only for clinical emergencies — reschedule within 48 hours.
The template deliberately closes the loop (component A4 in the action map) and references the job aid so the structure travels together.