How We Help

How We Help

The STW Group has decades of experience across several specialties and industries helping organizations optimize performance, thrive, and grow.

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Group-Learning

Learning Design

Learning is a fundamental condition of thriving organizations. It is best achieved when it is part of an organization’s culture. Not a list of events but an insatiable appetite for learning woven into the fabric of how an organization and its people do business. At today’s rate of evolution, disruption, and change, there is no end game to learning. Organizations that thrive understand that their greatest asset must be focused on perpetual learning and the right environment should be in place to encourage this. 

  • Employee Engagement

    Increasing workforce purpose, connection, passion, motivation, and commitment which enhances productivity, community, and retention of top talent.

  • Curriculum & Course Design & Development

    Well designed, customized learning content enables the organization to create engaging learning experiences that inspire and retain top talent.

  • Learning Path Design & Development

    Customized learning paths allow organizations to develop strategic learning channels by role (job specific), area of concentration, or individual skill needs. These help organizations become efficient and intentional about how they develop their workforce to achieve desired business goals.

  • eLearning & Learning Videos

    eLearning, gamification, and learning videos (2D or 3D animation or live action) allow for alternative approaches to learning that can deliver customized, engaging, and interactive learning experiences online or through mobile devices. These flexible channels, typically offered as micro-learning or micro-burst content can address a variety of learning needs in an efficient, low cost, and effective manner. 

  • Onboarding

    Meaningful and well-designed onboarding is critical to engaging and retaining great talent. Employers that offer an effective onboarding program are more likely to increase both new hire engagement and retention. This means more value and a healthier bottom line.

  • Leadership Development

    Effective leadership in any organization can increase employee engagement and satisfaction. A focused leadership development program helps retain your talent, increase productivity, nurture future leaders, and lead to better decision making.

RVA

Operational Excellence

An organization’s people can only be as great as the design of the institution allows them to be. You can hire the best talent and design the best training but if the organization’s culture, leadership, technology, infrastructure, policies, and workflows are not designed well and aligned in a cohesive way your workforce will not be optimized.

  • Workflow Design & Improvement

    Practices such as business process management, improvement, or reengineering enable an organization to dissect, redesign, and manage the way work gets done in the organization. This allows for greater agility, bringing products to market faster, reducing risk, maintaining compliance, increasing quality, customer satisfaction and employee engagement, allowing for scalable growth, and reducing costs.

  • Transformation/Change Management

    Initiatives with well-designed and well-timed change management strategies are six times more likely to meet objectives than those without. Organizations that understand and embrace change as an active component of any initiative increase the likelihood of adoption and success and increase their ability to thrive.

  • Technology Integrations

    Technology is rapidly changing and disrupting the way organizations do business, but too often organizations take a one-dimensional approach to integrating technology and often fail because of it. The reality is that organizations often lose sight of the fact that people are still the primary users of technology and where there are people, there are always processes. Successful organizations are ones that understand the need for a multi-dimensional approach and how new technology must be linked with continuous learning, change management, good workflow design, and effective execution (e.g. Agile) in order to see the desired results.

  • Organizational Development

    Often, organizations focus on narrow changes hoping for immediate results. These results may produce some short-term gains but can fall short of longer-term, sustained change that helps the organization meet its objectives. Focusing on the larger climate, culture, strategies, and infrastructure through organizational development produces long-term, systemic change and further drive an organization towards its objectives.

  • Design Thinking

    Design Thinking is a human-centered approach to designing (software, products, learning, etc.) and solving complex problems. With its anthropological approach to understanding customers, its use of diversified teams and thought, and quick prototyping, organizations are able to use Design Thinking to solve complex business problems, reinforce innovation, bring products to market faster, and strengthen leadership.

Risk-Management

Quality & Risk Management

Thriving organizations understand the importance of improving business outcomes for its customers, shareholders, and employees. In an age of regulatory scrutiny, the speed at which a consumer can spread an unhappy experience, and the rate of disruption through innovation, it is critical that organizations focus on managing both quality and risk. Quality and risk management help ensure output is aligned to customer expectations, exposure to adverse effects are minimized, and innovation is continuous. Both quality and risk management are disciplines that must be lived out by the entire organization.

  • Quality Management System (QMS) documentation

    QMS documentation such as procedures, instructions, records and reports are a critical component of many organizations and QMS initiatives. They establish the baseline for how work should be done and help ensure compliance to standards, polices, and protocols. This can be even more important for regulated industries. The challenge is that the way work is done changes frequently whether intentional or not. Documentation should be standardized, reviewed regularly, and used as a tool to bring teams together and improve the way that work is done. This can be done through one-on-one or small group interviews, mapping sessions, or observations.

  • Quality Management

    A focus on quality has long been a core element of thriving organizations. Quality is something most organizations believe is important but often is not much more than a buzz word or a short-term “campaign”.  A key differentiator of thriving organizations is their understanding that Quality is much, much more. It’s not a singular event or simply signs on a wall. Rather, it’s a “way” that lives on and unfolds every day. Quality is a way for organizations to ensure its output continuously matches the expectations of its customers, governing agencies (e.g. regulators, auditors, etc.), and shareholders.

  • Risk Identification and Assessment

    In today’s environment, business success can be hindered by a variety of internal and external influences such as global economic conditions, innovation, competition, the job pool, law suits, government regulations, and the like. Thriving organizations understand the importance of identifying these influences early on and quantify the impact, or risk, they have on the organization’s ability to achieve its goals. Whether financial, legal, regulatory, or reputational risk, companies should be focused on the identification, quantification, and mitigation of risk using tools such as Failure Mode Effects Analysis. Those who are ill prepared to weather these influences likely to suffer the most when they hit.

  • Audit Remediation & Regulatory Compliance

    In today’s environment, organizations face an enormous amount of scrutiny from consumers, media, and regulatory agencies. Often, we see regulatory, compliance, or internal audits reveal failures in process, policies, and practices that require remediation. Examples may include a lack of effective controls, undocumented or out of date procedures, lack of defined roles & responsibilities, unnecessary or unmanaged exposure to risk, data integrity issues, and the like. Whether financial, tobacco, manufacturing, insurance, or healthcare, it is important to understand your obligation to good practices, high quality, and consumer safety.

  • IP Retention

    Thriving organizations understand that institutional knowledge is an asset that must be both nurtured and cultivated because an unintentional or unplanned loss can have grave impacts on an organization’s success. Unclear vision, repeated mistakes, and loss of the “secret sauce” and subsequent market share are examples of why organizations must develop strategies to ensure knowledge continuity. 

  • Employee Engagement

    Increasing workforce purpose, connection, passion, motivation, and commitment which enhances productivity, community, and retention of top talent.

  • Curriculum & Course Design & Development

    Well designed, customized learning content enables the organization to create engaging learning experiences that inspire and retain top talent.

  • Learning Path Design & Development

    Customized learning paths allow organizations to develop strategic learning channels by role (job specific), area of concentration, or individual skill needs. These help organizations become efficient and intentional about how they develop their workforce to achieve desired business goals.

  • eLearning & Learning Videos

    eLearning, gamification, and learning videos (2D or 3D animation or live action) allow for alternative approaches to learning that can deliver customized, engaging, and interactive learning experiences online or through mobile devices. These flexible channels, typically offered as micro-learning or micro-burst content can address a variety of learning needs in an efficient, low cost, and effective manner. 

  • Onboarding

    Meaningful and well-designed onboarding is critical to engaging and retaining great talent. Employers that offer an effective onboarding program are more likely to increase both new hire engagement and retention. This means more value and a healthier bottom line.

  • Leadership Development

    Effective leadership in any organization can increase employee engagement and satisfaction. A focused leadership development program helps retain your talent, increase productivity, nurture future leaders, and lead to better decision making.

  • Workflow Design & Improvement

    Practices such as business process management, improvement, or reengineering enable an organization to dissect, redesign, and manage the way work gets done in the organization. This allows for greater agility, bringing products to market faster, reducing risk, maintaining compliance, increasing quality, customer satisfaction and employee engagement, allowing for scalable growth, and reducing costs.

  • Transformation/Change Management

    Initiatives with well-designed and well-timed change management strategies are six times more likely to meet objectives than those without. Organizations that understand and embrace change as an active component of any initiative increase the likelihood of adoption and success and increase their ability to thrive.

  • Technology Integrations

    Technology is rapidly changing and disrupting the way organizations do business, but too often organizations take a one-dimensional approach to integrating technology and often fail because of it. The reality is that organizations often lose sight of the fact that people are still the primary users of technology and where there are people, there are always processes. Successful organizations are ones that understand the need for a multi-dimensional approach and how new technology must be linked with continuous learning, change management, good workflow design, and effective execution (e.g. Agile) in order to see the desired results.

  • Organizational Development

    Often, organizations focus on narrow changes hoping for immediate results. These results may produce some short-term gains but can fall short of longer-term, sustained change that helps the organization meet its objectives. Focusing on the larger climate, culture, strategies, and infrastructure through organizational development produces long-term, systemic change and further drive an organization towards its objectives.

  • Design Thinking

    Design Thinking is a human-centered approach to designing (software, products, learning, etc.) and solving complex problems. With its anthropological approach to understanding customers, its use of diversified teams and thought, and quick prototyping, organizations are able to use Design Thinking to solve complex business problems, reinforce innovation, bring products to market faster, and strengthen leadership.

  • Quality Management System (QMS) documentation

    QMS documentation such as procedures, instructions, records and reports are a critical component of many organizations and QMS initiatives. They establish the baseline for how work should be done and help ensure compliance to standards, polices, and protocols. This can be even more important for regulated industries. The challenge is that the way work is done changes frequently whether intentional or not. Documentation should be standardized, reviewed regularly, and used as a tool to bring teams together and improve the way that work is done. This can be done through one-on-one or small group interviews, mapping sessions, or observations.

  • Quality Management

    A focus on quality has long been a core element of thriving organizations. Quality is something most organizations believe is important but often is not much more than a buzz word or a short-term “campaign”.  A key differentiator of thriving organizations is their understanding that Quality is much, much more. It’s not a singular event or simply signs on a wall. Rather, it’s a “way” that lives on and unfolds every day. Quality is a way for organizations to ensure its output continuously matches the expectations of its customers, governing agencies (e.g. regulators, auditors, etc.), and shareholders.

  • Risk Identification and Assessment

    In today’s environment, business success can be hindered by a variety of internal and external influences such as global economic conditions, innovation, competition, the job pool, law suits, government regulations, and the like. Thriving organizations understand the importance of identifying these influences early on and quantify the impact, or risk, they have on the organization’s ability to achieve its goals. Whether financial, legal, regulatory, or reputational risk, companies should be focused on the identification, quantification, and mitigation of risk using tools such as Failure Mode Effects Analysis. Those who are ill prepared to weather these influences likely to suffer the most when they hit.

  • Audit Remediation & Regulatory Compliance

    In today’s environment, organizations face an enormous amount of scrutiny from consumers, media, and regulatory agencies. Often, we see regulatory, compliance, or internal audits reveal failures in process, policies, and practices that require remediation. Examples may include a lack of effective controls, undocumented or out of date procedures, lack of defined roles & responsibilities, unnecessary or unmanaged exposure to risk, data integrity issues, and the like. Whether financial, tobacco, manufacturing, insurance, or healthcare, it is important to understand your obligation to good practices, high quality, and consumer safety.

  • IP Retention

    Thriving organizations understand that institutional knowledge is an asset that must be both nurtured and cultivated because an unintentional or unplanned loss can have grave impacts on an organization’s success. Unclear vision, repeated mistakes, and loss of the “secret sauce” and subsequent market share are examples of why organizations must develop strategies to ensure knowledge continuity. 

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