Building a 1to1 marketing team takes careful planning, training and follow-up. We've worked with organizations to tailor programs to increase their 1to1 competency and help to lead a cultural change.

We can show you how best to organize for a 1to1 Future without increasing headcount or costs

1to1 Training Services Include:

• Organizational Needs Assessments
• Program Design
• Benchmarking and Current State Interviews
• Employee Surveys & Quantifiable Analysis
• Workshops & Customized Training
• Training Module Development
• 3rd Party Course Assessments & Recommendations Based on Needs
• Process Mapping & Organizational  Design

This includes customized one and two day workshops and longer term individual training with complete internal Intranet based programs.As in all of our work, training is best done at the individual level which includes assessing individual needs and tailoring the right program based on organizational needs, culture and mission. 

1to1 Organization Design

• How to transition to "customer segment management"
• Skills set audits and requirements
• Budget forecasting
• Transitional project management

We can show you how to evolve from a product or channel centric organization to one that manages and maximizes the value of customer segments, understanding the different value and needs of each portfolios of customers, with established objectives and metrics going forward. 

The cultural shift required to move to 1to1 customer management requires a plan, strategy, roadmap and scorecard. We can help you with all of these including guiding and supporting  your implementation each step of the way. 

1to1 Training and Organization Case Studies

The Route to 1to1 Marketing Competency & Functional Excellence 

A significant assignment with a major pharmaceutical company resulted in our development of a comprehensive training program which included the following:

1. Internal interviews with cross organizational department leaders

2. Quantitative survey of all marketing colleagues on 1to1 educational needs

3. Benchmarking of needs

4. Development of internal training guide

5. Intranet training program development

6. Establishment of expertise requirements by position level

7. Revamped quarterly employee/manager assessment 

8. Identification of external training program opportunities, pricing and schedule

9. New employee on boarding program

10. Onboarding schedule and material checklist

The result of the effort was a decision to identify individual marketing management competence and to create a customized program for each manager. Training became part to their annual goals and objectives. In addition, an "on-boarding" program for new marketing managers was developed and implemented. When new marketing managers joined the department they began their training program which was primarily conducted with internal departments during meetings and presentations. Issues such as "how to change pricing", "how to create an email campaign", "how to recommend and create new collateral" where included. This eliminated frustration from other departments, false starts and incorrect procedural attempts that were requiring rework, additional time and unnecessary use of limited resources.