Bevel & Sloane
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The L&D method

Six moves, one handover

Shadow, Extract, Codify, Enable, Measure, Hand Over. A sequence designed so your team owns the system before we leave.

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The short answer

The Bevel method has six steps: shadow the work where it happens, extract what your best people know, codify it into short SOPs, enable people with onboarding and training, measure ramp time, retention and errors every week, and hand over to an internal successor named by Day 30.

The sequence

Shadow to handover

Six steps. Each one leaves a deliverable your team keeps.

  1. Shadow

    Weeks 1 to 2

    We go where the work happens. Ride alongs, desk side sessions and stakeholder interviews show us the operation as it runs today, including the workarounds nobody wrote down.

    What you get
    • Stakeholder interview notes
    • Role by role shadowing log
    • First friction list

  2. Extract

    Month 1

    We pull the knowledge out of people's heads. What do your best people do differently? Where do handoffs break? What gets asked every single week? We capture it before we change it.

    What you get
    • Friction triage audit, ranked by cost
    • Tribal knowledge inventory and risk map
    • Build plan agreed in weekly calibration

  3. Codify

    Month 2

    We write it down so it can be followed. Modular SOPs with owners and versions, a documentation architecture that makes things findable, and redesigned handoffs between teams.

    What you get
    • Core SOP library, drafted with your team
    • Documentation architecture and naming
    • Workflow and handoff redesign

  4. Enable

    Month 3 onward

    We turn documentation into capability. Onboarding frameworks, short learning modules and a pilot cohort, with your tools calibrated so learning happens inside the workflow.

    What you get
    • Onboarding framework and pilot cohort
    • Interactive learning modules
    • LMS and tool stack calibration

  5. Measure

    From the pilot onward

    We set the measures that tell you whether it is working. Ramp time, quality, retention and the cadences that keep leaders looking at the same numbers.

    What you get
    • KPI definitions and dashboards
    • Review cadences and governance
    • 90 day stabilization plan

  6. Hand Over

    Final phase

    Your successor, named by Day 30, has co-piloted every build. In the last phase they lead day to day under our review, then fully on their own.

    What you get
    • Successor led execution reviews
    • Complete documentation and owner map
    • Roadmap for what comes next
What you get

What the work looks like

Samples, not client work. Real deliverables are written with your team, in your words, inside your tools.
  1. SOP 07 · v3Approved

    Closing the shop

    Owner
    Shift lead
    When
    Every night, 9 pm
    Time
    15 min
    1. Count the drawer and log the total on the close sheet.
    2. Run the end of day report. Photo it into the team channel.
    3. Walk the floor with the checklist on the back of this page.
    4. Lock up, set the alarm, text the shift lead "closed".

    Done when: the close sheet is signed and the alarm is set.

    Review every 90 daysJ.R.
    SOP page
  2. Onboarding plan30 / 60 / 90

    Field technician, week 6

    Days 1 to 30Learn
    • Shadow 10 jobs with a buddy
    • Pass the safety module
    • Read the top 5 SOPs
    Days 31 to 60Do, with help
    • Run jobs with sign off
    • Fix one real mistake
    • Weekly 1:1 with your lead
    Days 61 to 90Own it
    • Run jobs solo
    • Teach one task back
    • 90 day check in
    Buddy: senior techLead sign off: weekly
    30/60/90 onboarding plan
  3. Learning pathTrack A

    New technician track

    3 of 6
    1. Welcome and how we workVideo, 6 minDone
    2. Safety on every jobLesson and quizDone
    3. 3Your first service callWalkthroughIn progress
    4. 4Using the field appPracticeUp next
    5. 5Talking to customersRole playUp next
    6. 6Ride along sign offLive, with your leadUp next
    Training module path
  4. Manager scorecardSample

    Service team, Monday huddle

    MeasureTargetTrend
    Time to productivity45 days sample target
    90 day retentionSet in diagnostic
    Training completionTracked weekly
    Error and rework rateDown each month
    1:1s held on timeEvery week
    Owner: ops leadSource: LMS + field app
    Sample manager scorecard
    • 6 modules passed
    • Ride along signed off
    • Taught one task back
    Certification badge
A hand circling one step on a sticky note process map
Extract phaseWorking sessions happen with the people who do the work.

Systems over band aids

Fix the mechanics, then train

Training alone rarely solves an operational breakdown. If the handoff is broken, a course will not fix it. So the method always codifies the work before it teaches it.

See how engagements are structured

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