Compliance reinvented
Safe work, proven in the work, team by team, through peer checks. The evidence moves from tested individually to observed in the work and learned as a team.
“Refresher e-learning for everyone, every year.”
Someone who has done the work for years takes the same module as a new colleague in their first week.
Certified, but not safer.
L&D, HR business partners and quality staff learn to guide teams, with their own teams and tasks as material.
What the team works out in a session, it applies with its own teams that same week.
Ten teams start peer checks on three high-risk tasks. What they run into comes back in the next session.
L&D, HR business partners, quality
Learns to guide teams. Soon with its own AI assistant.
In the primary process
Learn in their own work. Ten teams first, then all of them.
Sets the ambition and the policy
Decides at the end of every phase.
Is the number something other than competence on high-risk tasks, such as lead time or revenue? Then team and organizational learning fits. With the same guidance team, the organization can expand into it later.
Ambition, Team learning I and Team learning II each include four ninety-minute sessions for the guidance team, two reflections without a facilitator and a decision. In Team learning III, Tulser joins on call.
The guidance team learns with a Tulser facilitator, four sessions per phase. The teams take a knowledge shot in the day start for each high-risk task, before the first check.
That same week, ten teams start peer checks on three high-risk tasks. Both colleagues learn from every check.
Teams keep the checks going at fixed moments in their work: the day start, the handover and the debrief. The score shows whether maintenance is running, never how good a team is.
What one team learns, other teams adopt. When a risk keeps coming back, the guidance team brings in an intervention. That is how the quality report gets evidence from the work.
Sets the ambition and the policy. Picks ten teams and three high-risk tasks.
Learns to introduce the peer check and to guide it, session by session.
Learns to set up maintenance with each team and to read the signals.
Picks the right intervention when a team needs one, and runs it independently.
Teams, with the guidance team, in the same week and in their own workTen teams and their managers hear what is coming and why.
Ten teams start the peer check on three high-risk tasks.
Teams keep it going at fixed moments. More teams join.
All teams use interventions whenever they need one.
Tulserleads
guides
coaches
on call
Level of evidenceLevel 2tested individually
Level 3observed in the work, learned as a team
Level 4organizational learning
Starter package: Ambition and Team learning I
The starter package is Ambition and Team learning I. Every phase ends with a decision by the board.
The interventions stay available, the teams keep their maintenance going and Tulser stays on call. Within two to three years, the guidance team runs the program entirely on its own.
In healthcare, that means the quality and safety of care. In other sectors, it means the quality and safety of the work and the service. Teams deliver the proof in their own work, not with a completed module.
Measured by the level of evidence, the avoided cost of licenses, testing and time off the floor, and the quality and safety figures the organization already tracks, such as incidents and reports.
€800,000 to €900,000
avoided in one year at Envida, in healthcare
Envida stopped the yearly round of e-learning and test days and introduced the peer check, as a second step after self-declaration. The check takes place in the team’s quieter hours. E-learning stays for what is new.
Envida by name, with consent. Avoided cost of licenses, testing and time off the floor.
A conversation about one team in practice, the evidence you have now and what one observation in the work adds. Free.
Ambition and Team learning I, six weeks plus six months, fitted to your organization.
Ten teams, three high-risk tasks. The first peer checks start in the work.
No. Peer check results never go into a personnel file. The check is learning in the work, not an appraisal.
The organization stays responsible for what laws and regulations require. Together with its own quality function, it decides per task where the yearly refresher can stop. E-learning stays for what is new.
This program focuses on mandatory, high-risk tasks and proof of competence, with a fixed route. Team and organizational learning starts with any number a team owns.
That depends on the number of teams. The starter package is Ambition and Team learning I. A proposal follows the first conversation.