Short playbooks for training that sticks.

Guide · 3 min

Turn an SOP into a course

A document nobody reads doesn't change behaviour. Here's the quick way to make one that does:

1. Start from what goes wrong. List the 3–5 mistakes this process actually causes. Those are your learning points — not the whole 12-page doc.
2. Write it as steps, not prose. One action per line, in the order it happens. If a step needs a judgement call, spell out the rule.
3. Add one real scenario. The messy case — the rush order, the angry customer — where people usually improvise. Show the right move.
4. End with a hands-on check. Ask them to do the thing, not recognise it. A pass should mean “can do,” not “has read.”

In Academy you can paste the SOP, get a draft in this shape automatically, then tidy it in your words.

Guide · 3 min

Measuring training that actually sticks

“Everyone completed it” is a vanity metric. Three that mean something:

1. Pass rate, per course. Not overall completion — which course are people failing? That's where your process (or your course) needs work.
2. Confidence, before vs after. Ask at the end: “how confident were you before, and now?” Asking both at the end (retrospectively) beats a pre-test, because people over-rate themselves before they learn.
3. Attempts. Passing on the third try is a signal — maybe the material, maybe the task. Watch where lots of people retake.

Academy tracks all three on the dashboard, per course, with a CSV export for your own records.

Guide · 2 min

Onboarding that doesn't rely on shadowing

Shadowing “whoever's free” burns senior time and starts everyone differently. A better first week:

1. Same core on day one. A short track — how you work, the tools, the standards — assigned before anyone shadows anyone.
2. Prove it, then pair. Once the basics pass, shadowing is for nuance, not the fundamentals.
3. Keep it current. When the process changes, update the course once — not every mentor's memory.