Startups
You went from twelve people to forty and half your managers have never managed. Nobody has time to build training, so onboarding is a Notion page and management is whatever each person picked up somewhere else.
What should a startup train first?
Onboarding and first-time managers, in that order. Onboarding pays back every hire after it, and a manager trained badly compounds across everyone they touch.
Everything else can wait. A skills curriculum at forty people is a distraction from the two things actually breaking.
Should we buy a platform or teach our people?
At your size, teach your people. Platform seats bill monthly forever and get used the first month. 2 to 3 internal facilitators with real material cost less and cover onboarding, manager basics and compliance.
Buy the platform when you have somebody whose job it is to run it. Until then it is a subscription you are talking yourself into.
How do we train remote and hybrid teams?
Design for the screen first and let the in-person group adapt, which is the reverse of what most companies do. A session built for the room and streamed to remote people teaches remote people they are optional.
Cap synchronous sessions at ninety minutes, put everything durable in writing, and never make attendance the measure of learning.
What I would do first
Onboarding first
The one session that pays back on every hire after it.
Managers second
A first-time manager trained badly compounds across the whole team.
Screen first, always
Build for remote and the in-person version still works. The reverse is not true.
Where to go next
Programs
Four live programs and private team sessions.
Pricing
Seats, private rates and the reduced rate for nonprofits, schools and public agencies.
Insights
Free articles on running live sessions.
Twenty minutes, no pitch.
Describe the room and the constraint. I will tell you what I would do, including when the answer is that you do not need me.