Strategy Aligned to Outcomes
To be of any value, your investment in training and development initiatives must show a direct return to the retention, revenue and profit expectations of your firm.
Strategic Alignment Produces Results.
You are specialists at what you do and so is PSLA. We help firms to map and design the development initiatives that their people need to perform and produce results. This includes identifying your current and future capability gaps, setting clear people development priorities, creating practical learning pathways, and aligning it all with the direction of the firm.
No budget for a full time CLO? We've got you covered.
Engage your very own Fractional CLO to provide strategic direction for your firm’s complete learning and development agenda, without the high cost or commitment of employing a full-time executive in that role.
This offering is designed for growing professional services firms that need a more coordinated and commercially responsible approach to developing their people, but do not yet have the structure or budget for a dedicated Chief Learning Officer.
Working alongside the firm’s leadership team and their overall business strategy, the Fractional CLO will help determine what capabilities the firm needs, how those capabilities could best be developed, and how limited development time will be used to create the greatest value.
The role takes into account the full learning portfolio, including technical and legal education, mandatory professional development, leadership, management, client capability, business development, technology adoption, career progression, and sustainable performance.
The aim is to make more efficient use of time the firm must invest away from fee-earning activity.
The scope of what your FCLO can provide.
A unbiased review of the firm’s current learning and development activity, including programs, providers, internal resources, budgets and participation.
Identification of current and future capability gaps across partners, leaders, professionals and business services teams.
Development of a firm-wide learning and capability strategy aligned with business priorities, growth plans, client expectations and succession needs.
Creation of practical development pathways for different career stages, from graduates and emerging professionals through to senior leaders and partners.
Strategic oversight of technical education, mandatory professional development, leadership development, client capability, business development and technology adoption.
Prioritisation of development activity to ensure limited time away from fee-earning work is invested where it will have the greatest impact.
Design of an annual learning and development plan that brings together internal programs, external providers, coaching, mentoring, peer learning and workplace development.
Establishment of clear governance for how learning needs are identified, approved, delivered and reviewed.
Coordination of internal subject matter experts, practice leaders, People and Culture teams and external providers.
Support for partners and leaders to take a more active role in developing their people.
Development of practical measures that go beyond attendance and satisfaction to assess application, behaviour change and business impact.
Regular reporting and strategic advice to the firm’s leadership team.
Ongoing support for People and Culture and Learning and Development professionals to strengthen their confidence, capability and influence.
Access to PSLA training, coaching and leadership development solutions where these are the right fit for the firm.
The benefits far outweigh the investment.
Senior learning and capability leadership without the cost of another full-time executive.
A clear connection between the firm’s strategy and the development of its people.
Confidence that learning investment is focused on the capabilities the firm genuinely needs.
Less duplication, fragmentation and reliance on ad hoc training requests.
A more effective use of your firm's limited non-billable development time.
A more balanced approach to technical, professional, and leadership development.
Clearer career and leadership pathways for people at different stages of the firm.
Stronger preparation of technical experts for people, client and firm leadership responsibilities.
Improved engagement and retention through more visible and meaningful development opportunities.
Greater consistency in the way development is designed and delivered across the firm.
Greater collaboration between firm leadership, HR, internal experts and external providers.
Stronger internal HR and L&D capability, reducing ongoing dependence on external support.
Improved readiness for firm growth, succession, and changing client expectations.
Greater accountability for whether learning is being applied and creating value.
Need to know how this would work for you?
Let's jump on a call and brainstorm it together.
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