Our approach is to develop and implement onboarding programs that cover the first 90 days on the job. To make sense, the programs need to include more than just initial orientation. They need to cover team interaction, initial performance review, face-to-face interviews etc. To do so, we get involved in the actual operational process, acting as coaches and mediators in the knowledge transfer process. In doing so, we are also able to identify gaps and opportunities for on-job training and development opportunities – a process that should complement all knowledge related initiatives. We practice what we preach: that’s why, while working directly with your learning and development team (or HR) we make sure they also raise up their game.