Our Six-Phase Program Design Process
1. Discovery & Listening
Before we recommend anything, we listen. We meet with leadership, HR, and frontline staff to understand your organization's history, culture, current wellness resources, and the specific stressors your people face day to day. We also review what's already in place such as EAP benefits, existing trainings, peer support structures — so we build on what's working instead of duplicating it.What this looks like: Leadership interviews, frontline focus groups, review of existing wellness benefits and utilization data, informal culture observation.
2. Needs Assessment & Gap Analysis
Next, we identify where the real gaps are not assumed ones. This often reveals issues that don't show up in an org chart: low trust in confidentiality, supervisors unsure how to respond to a struggling employee, or a benefit nobody knows exists. We benchmark what we find against industry data so recommendations are grounded, not generic.What this looks like: Anonymous staff surveys, stress and burnout indicators, utilization review of current EAP/benefits, identification of priority risk areas (e.g., critical incident exposure, chronic understaffing, shift work).
3. Collaborative Program Design
We don't hand you a template, we build the program with you. Using what we learned in Discovery and the Needs Assessment, we work with your leadership team to define clear goals, choose the right mix of services from our three service tracks (Education, Prevention & Early Detection, Sustainability), and set measurable success criteria up front.What this looks like: A design workshop with leadership to align on goals and priorities, selection and customization of training content, a defined delivery plan (timing, format, audience — leadership vs. frontline vs. peer teams), and agreed-upon success metrics.
4. Pilot & Feedback
Before full rollout, we test the program with a smaller group, a single shift, department, or site. This gives us real reactions before we scale, and it lets your team help shape the final version rather than simply receive it.What this looks like: A scaled-down pilot session, structured feedback collection, content and delivery adjustments based on what participants actually experienced.
5. Full Implementation
We roll the program out organization-wide, with leadership and frontline training running in parallel so supervisors are prepared to reinforce what employees are learning and not caught off guard by it. We also help you communicate the program internally, since a well-designed program that nobody hears about runs into the same utilization problem as an unused EAP.What this looks like: Full-scale training delivery, leadership/servant leadership training alongside employee-facing sessions, an internal communication plan to build awareness and trust, and peer facilitator development where applicable.
6. Measurement, Sustainability & Evolution
A program isn't finished at graduation. We build in evaluation from the start so you can see what's working, and we stay engaged through refresher trainings, leadership check-ins, and periodic reassessment, because your organization's needs will change, and the program should change with them.What this looks like: Pre/post training evaluations, ongoing utilization tracking, annual or biannual reassessment, refresher sessions, and continued coaching support for internal peer facilitators and leaders.