For Organizations · Talent & Learning

Your development program shouldn't die in month three.

1,000+

employees supported by talent infrastructure AVOT designed

500+

managers trained through programs she built

Learning programs, competency frameworks and manager capability — built by a practitioner who ran these functions before selling them.

Talent maturity

Find the stage your talent function is actually at.

Buying a stage-four program at stage two is how training budgets get wasted.

Ad hoc

Training happens when someone asks for it. No owner, no budget line, no record of what worked.

Foundational

Onboarding & compliance exist. Everything beyond that still depends on an individual champion.

Structured

Roles, levels and competencies are defined. People know what good looks like in their job.

Strategic

Development is tied to business outcomes. Managers are equipped and held to it.

Optimized

Measured against a baseline, refreshed on a cycle, and the budget survives the next planning round.

What we build

Four practice areas.

Learning Program Design

Curriculum, facilitator guides, workbooks, LMS-ready assets, and a measurement baseline.

Competency & Career Frameworks

What good looks like in each role — and the path to get there. The infrastructure most training assumes exists.

Manager Enablement

Why most programs fade. Briefs, follow-up conversations, accountability — designed in from the start.

AI Literacy

Competency models and curriculum from awareness to applied practice. AI adoption fails as a capability problem.

Engagements

Start small. Scale when it works.

Most start with a workshop. It is the fastest way to find out whether we think the same way about the problem.

HALF DAY

$3,500

AI Capability Workshop

Your L&D or People team leaves with a draft AI competency model and a 90-day rollout plan they can take to leadership.

Best if you have been told to "do something about AI."

3 weeks · fixed fee

Talent Audit

Interviews, program inventory, gap map, and a 12-month roadmap with costs.

Best if you know something's off but can't name it yet.

8–14 weeks · project

Program Build

One program, built end to end: curriculum, guides, workbooks, toolkits, and 90-day measurement.

Best if you know what you need and need it built right.

Monthly · 3-month min

Fractional Talent Partner

Senior capacity without a hire. Iteration, facilitation, coaching, and reporting that protects the budget.

Best if you need a senior person in the room every month.

Workshop is fixed price. Everything beyond it is scoped on the first call.

Selected work

Systems built, by scope and outcome.

Competency & career framework

National nonprofit

Organization-wide competency and level definitions across 500+ roles, with the career pathing and development guidance built on top.

Performance management

National nonprofit

End-to-end cycle design and platform implementation supporting 1,000+ employees: goal setting, manager training, review cadence and reporting.

Early career program

National nonprofit, Givernment, Tech

First formalized internship program in the organization's history: structure, manager training curriculum, hosting infrastructure and evaluation.

Campus recruiting design

Tech, National Nonprofit

[Scope and outcome — the version of this work you have permission to name.]

Scope and outcome only. Client and employer deliverables stay theirs.

Let's find out if this is a fit.

20 minutes. You describe what isn't working. We say whether it's an audit, a build, or nothing.

AVOT Consulting

Innovation, one thought at a time.

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Organizations

Playbook

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