Taking others through the process?
Download the session materials, guidance documents and live session deck, and run this with your team.
This gives you a structured starting point for working through the process with your teams.
Follow the structure exactly as written.
Do not skip or adapt any part of the workbook.
Use the materials as they are written.
Return to it as many times as needed.
Best for:
individual teams
smaller group discussions
organisations who only want to run this with one or two teams or groups
Disclaimer: These materials are designed to be used as written. If you amend, edit or skip parts, it fundamentally changes the outcome and moves away from what the workbook is designed to do.
1. Use the materials internally
2. Deliver this carefully at scale
We need our leaders and colleagues to go through this in the same way, each and every time
Unlike traditional “train the trainer” approaches, the HR rewired Delivery System™ is designed to help organisations scale important work internally without the method changing shape every time it moves into a different room.
Best when:
you want to reduce reliance on external support
building internal capability using our self-directed delivery environment, is your preferred route for scaling and delivery
quality of delivery and consistency are important to the organisation
you don’t want the work being translated according to comfort, expertise or convenience
The people using our system do not need to be professional facilitators.
They can be:
Managers
ERG/employee network colleagues
HR teams
organisational development leads
programme leads
internal project leads
team leaders
or anybody responsible for helping groups of people move carefully through important organisational work
3. Activate leadership accountability
We need our leaders to recognise their role in this.
You want your leaders to go through the same process you’ve just been through, without the conversation being softened, redirected, or shut down.
Best when:
You need external authority to hold the room
You don’t want discomfort or hierarchy to dilute the conversation
You want leaders to recognise their role in what is happening, not defer responsibility elsewhere
4. Need more direct support?
We don’t want this to become a one-off intervention.
Some organisations want more hands-on support with leadership groups, larger-scale rollout, or complex organisational work.
This is usually more useful when:
multiple cohorts or business units are involved
senior leadership engagement is critical
the work sits inside a wider organisational change programme
additional strategic or delivery support is needed