FAQs

Our approach includes a four step process that ensures what we design for your organization and employees is a good fit. Each step of our process is highly collaborative focused on designing learning experiences that make a difference.

Q

We hire the right talent and work on these issues internally. Why pay for custom external education?

A

Hiring the right digital talent and enabling the talent are two different things. Internal staff should be doing the work and not solely responsible for bringing others along. Being an expert at a subject doesn't make you a good teacher. In order to scale the expertise this knowledge base has to spread across the team.

Q

We have really smart people on our teams, but have trouble bringing the right digital ideas to the table. What should we do?

A

Companies that have been around for more than 5 years are mired in outdated process and that inhibits the growth of individuals and collective expertise. It is possible to introduce new ways of working, within groups and across the agency, that activate and enable those individuals, but companies need to be brought into this from the top-down.

Q

How do you prepare for a market that changes almost daily?

A

To achieve the potential of tomorrow's market it is important to foster a culture of evolution.  Education can't be considered a one-time solution, but is rather changing the conversation to the routine of growth.

Q

Around here everyday work takes priority and initiatives like education often get pushed to the side. How can we make this essential when we have client deliverables?

A

This will continue to be an issue until leadership can understand what impact this is having on their bottom line. We can show you how to quantify these programs and prove the organization wide effect, but first we have to get rid of "the busy excuse"€.  How often do your employees come to you with downtime they want to use for professional development?  That'€™s what we thought.

Q

Can'€™t I just hire the experts?

A

Sure. But what we have seen for the last two decades is that doesn'€™t scale, and in an industry of continual change the experts are always changing.  Why not just have experts come in when you need them?

Q

Why would I invest in employees if they are just going to leave in 12-18 months?

A

It is widely proven, with our clients and others, that when organizations invest heavily in the growth of individuals they are more vested in the business, loyal to the work and wind up staying longer.

Q

We don'€™t really have time for training, maybe we should just send our employees to conferences.

A

At smith & beta we believe that education and evolution is crucial to success. Conferences don't truly move the mark, and is a quick fix with no lasting impact. If your company is truly committed, give us a call. If you want to put in minimal effort, we may not be the best fit for you.

Q

smith & beta services sound great, it just seems like a lot of work. How much will I have to manage?

A

We have program managers that run the soup to nuts initiatives. You can really be as involved or uninvolved as you want. But, we often find that our clients love being a part of the process.

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