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How we work

We help you decide what needs to change. Then we help make it work.

You work with the same people from the first conversation through delivery. We keep the scope clear, show the thinking behind the recommendation, and help turn it into changes people can actually use.

Talk with SDISee the Difference
An illustrative SDI learning and change system connecting evidence, decisions, practice, and on-the-job support

From the facts to the work

The people shaping the recommendation stay close to the facts, your team, and the consequences.

See what matters

Decide what changes

Put it to work

Illustrative SDI method composition. Client-approved work and evidence behind the model are documented throughout the portfolio.

Why Do Important Changes Stall?

Strategy can move quickly while the practical questions stay unanswered: what work actually changes, who owns the decisions, what people need to do differently, and how the new way of working will succeed.

SDI starts with those questions and stays with them through changes to the work, roles, skills, and support people need. When AI is part of the pressure, we help determine where agents can help and where people must remain accountable.

How SDI Moves from Pressure to Performance

Four connected moves keep the recommendation tied to the people, skills, and support required to make it work.

  1. 01
    Illustrative SDI work-diagnosis scene showing evidence, handoffs, constraints, and decision points made visible together.Illustrative method view

    Diagnose the work

    Make the work, pressure, handoffs, and performance consequences visible before selecting a solution.

  2. 02
    Illustrative SDI work-design composition connecting roles, decisions, workflows, and accountable human judgment.Illustrative method view

    Design the organization

    Align roles, ownership, workflows, measures, and the work that must remain under accountable human judgment.

  3. 03
    Delivered capability pathway showing how foundational understanding, applied practice, and reinforcement work together.Client-approved learning design

    Prepare people for the work

    Build the leadership, team skills, learning, and on-the-job support required to perform the redesigned work.

  4. 04
    Delivered learning screen connecting a technical component to the real-world work it affects.Client-approved learning work

    Make the change stick

    Turn the decision into communication, practice, reinforcement, and point-of-work support people can use.

The line shows why these are connected moves rather than separate offerings. Client-approved examples are labeled as delivered work, and illustrative images are labeled as method views.

Client evidence, with source notes

See how these ideas came together in real client work.

These examples connect the business pressure to what SDI did and the documented outcome. Each source note stays beside the evidence so a prior engagement is never presented as a promise about yours.

Haworth / client example

Making a global ERP change usable at plant level

Organizational change / ERP readiness

01Operating pressure
Haworth had a defined supply-chain future state and an enterprise SAP program, but the distance between current plant operations and the future-state process created material readiness risk. A prolonged plant shutdown made the human and operating consequences visible.
02What SDI did
Defined a practical change-management process and toolkit for leaders and plant teams.
03Documented evidence
The released record documents increased plant productivity, improved inventory control, stronger SAP execution, standardized plant processes, and a better ability to anticipate readiness risks before productivity was affected.
04Explicit boundary
Outcome language is summarized from the released record; no unsupported savings or ROI figure is inferred.

Source basis: Released SDI / Haworth engagement case study.

Review the full client example

Amway / client example

Scaling localized ERP learning across six continents

Global ERP learning / Outsourced capability

01Operating pressure
Amway needed to support concurrent Oracle implementations across regions with different business practices, technical readiness, languages, and delivery preferences. A fragmented internal-and-contractor model required heavy oversight and made consistency difficult.
02What SDI did
Established one accountable training team and point of contact for the global system.
03Documented evidence
The released record documents higher throughput, lower cost, more consistent design and delivery, improved project management, and successful support for aggressive regional go-live dates.
04Explicit boundary
Savings, staffing, course-volume, and geographic claims are taken directly from the released record.

Source basis: Released SDI / Amway global ERP case study.

Review the full client example

Flexco / client example

Turning expert knowledge into an award-winning market-facing curriculum

Custom learning / Technical knowledge transfer

01Operating pressure
A retiring field expert created an urgent knowledge-transfer need. The early work proved valuable enough to expand beyond internal employees into a product-quality learning system for global customers, partners, and academic audiences.
02What SDI did
Defined a connected curriculum spanning six eLearning modules, assessment, live learning, train-the-trainer support, and marketing assets.
03Documented evidence
The program became a global, market-facing learning product, earned Brandon Hall Group Gold, and recorded customer and employee ratings above 4.9 out of 5 with net promoter scores above 90 percent.
04Explicit boundary
Ratings, NPS, scope, languages, and award category are documented; no additional business-impact metric is inferred.

Source basis: Joint Flexco / SDI Brandon Hall Group award submission and released program record.

Review the full client example

How SDI Makes Its Commitments Visible

Use these questions with any potential partner. SDI publishes its commitments so you can verify the fit before work begins.

Who will do the work?
SDI commitmentThe people who scope the work remain involved through delivery.
How to verifyAsk for the named team, roles, and decision owners in the scope.
What decision will the work enable?
SDI commitmentThe question, evidence, assumptions, and intended output are made visible.
How to verifyReview the decision criteria and a sample output before work begins.
Is the recommendation tied to a technology sale?
SDI commitmentAssessment recommendations are not tied to a technology resale partnership.
How to verifyAsk for commercial relationships and implementation options in writing.
What happens after the recommendation?
SDI commitmentSDI can connect the decision to roles, learning, communication, and point-of-work support when needed.
How to verifyConfirm optional phases, ownership, and exit points before extending the work.

When another model may fit better

Large systems integrator

A large technology implementation, multi-country managed delivery, or platform-led transformation.

Strong internal team

Your team already has the capacity, specialties, and authority to diagnose and deliver the change.

Independent specialist

The need is a tightly defined deliverable that one specialist can own end to end.

Catalog or learning platform

The need is general upskilling on a common topic rather than organization-specific work.

"Technology and AI can be part of the answer, but neither replaces a clear decision about the work. SDI helps leaders redesign the work, clarify roles, prepare people, and make the change work in practice."

Built for Mid-Market Organizations and Focused Enterprise Needs

Complex enough to need rigor. Lean enough to value speed.

SDI is built for mid-market organizations that need experienced help without a large consulting structure, and for enterprise teams with a clearly focused need. Fit depends on the complexity of the work, not a universal employee-count range.

That's where SDI does its best work: close to the business, candid about the tradeoffs, and focused on producing something leaders and teams can actually use.

Direct attention from the people doing the work

Mid-market organizations need experienced help with roles, skills, and change without the overhead or distance of a large consulting structure. SDI stays close to the work and the people doing it.

Scope that stays visible

Your team should know what we are doing, what we are building, who owns each decision, and what happens next.

Focused on the next decision

The work is organized around the next decision leaders need to make and what it will take to put that decision into practice, not activity that merely looks comprehensive.

What should you be able to see at the end?

What is happening

See the work

Observed workflows, constraints, and the moments when someone must decide or act, not an abstract AI score.

What people own

Protect judgment

A clear human-and-agent boundary, with the assumptions leaders need to evaluate it.

What happens next

Make it work

Practical next steps for roles, skills, communication, and support in the real work.

What Do You Actually Get from SDI?

The people who scope the work stay involved through delivery
A concise, board-ready recommendation with its sources and assumptions visible
Honest recommendations, even if that means doing nothing
A clear path forward, whether you work with us or not
No hidden technology partnerships or vendor kickbacks

20+ Years

Experience solving complex challenges involving work, roles, people, and change.

Award-recognized craft

6 nationally judged awards shown in our portfolio, including three Telly Awards, two Davey Awards and a Brandon Hall Group Gold.

See the client work

Where to go next

Start with the challenge closest to yours

Start with the pressure in front of you instead of a generic service menu. Each option explains when it helps and what you should expect to have at the end.

OPTION / 01

AI Workforce Assessment

Use a focused five-week assessment to decide where AI agents can handle repeatable work and how people can reinvest the time.

Use when
You need to decide where agents can handle repeatable work without weakening human judgment or accountability.
Useful output
A workflow map, clear opportunity boundaries, a business case, and a board-ready roadmap.
Explore this service
OPTION / 02

Organization Design & Talent Consulting

Clarify work, roles, ownership, leadership, and change when the strategy and day-to-day organization no longer fit.

Use when
Roles, handoffs, or decisions no longer support the way the business needs to work.
Useful output
Clear organization-design choices, ownership, and practical steps to put the change into practice.
Explore this service
OPTION / 03

Outsourced L&D

Add the L&D strategy, design, production, delivery, and measurement your business needs without building a large internal team.

Use when
People need to perform changed work, but the internal L&D team cannot carry every specialty alone.
Useful output
Learning strategy, curriculum, delivery, reinforcement, measurement, and clear ownership.
Explore this service
OPTION / 04

Custom Learning & Adoption

Custom eLearning, ILT/VILT workshops, motion graphics, and blended learning content development.

Use when
People do not yet have the explanation, practice, or support to perform a changed process, product, or role.
Useful output
Learning, support, communications, and motion assets tied to the performance need.
Explore this service

Start with what is not working. Leave with a clearer next step.

Bring the decision, performance problem, or change in front of you. We will help clarify what matters, what you need to learn, and what to do next.

Talk with SDIjerard@sdiclarity.ai