What participants took away from our first Six Steps Open Programme

Workforce planning can feel complex. Whether you’re developing a workforce plan, preparing for a new management role or looking to build on existing experience, knowing where to start and how to take a structured approach is often the biggest challenge.

The Six Steps Open Programme brings together people from a range of roles and organisations to explore a practical, structured approach to workforce planning, using the Six Steps Methodology to Integrated Workforce Planning®. As we prepare to welcome our next cohort this September, we asked participants from our first programme what they took away from the experience. Despite their different backgrounds, their reflections revealed five common themes.
 

1. A structured approach makes workforce planning more manageable

Several participants said the programme gave them a clear framework that helped them approach workforce planning with greater clarity.

“The programme validated my understanding of workforce planning and strengthened my confidence in applying the Six Steps Methodology. Workforce planning can feel overwhelming, particularly if you’re asked to undertake it alongside your existing role, but the programme breaks it down into manageable stages that make the process much easier to understand and apply.”

This theme came through repeatedly. Having a practical methodology helped participants know where to start and gave them a structured approach they could return to.

2. Start with the ‘why’

One of the biggest shifts participants described was moving away from jumping straight to solutions.

“It changed the way I think about workforce planning – rather than jumping straight to solutions, I now take the time to understand what we’re really trying to achieve. That has helped me ask better questions, challenge assumptions and make more informed decisions.”

Participants spoke about taking a step back, understanding the purpose first and making decisions based on evidence rather than assumptions.

3. A framework you’ll keep coming back to

Participants also talked about the long-term value of having a consistent methodology.

“The programme introduced me to the Six Steps Methodology, giving me a robust, structured framework that strengthened my confidence in making evidence-based workforce decisions and supported our current workforce review. It’s given us an approach we’ll continue to use to make confident, informed workforce decisions as our workforce needs evolve.”

Rather than being something they would use once, participants saw the methodology as an approach they could return to whenever new workforce challenges arose.

4. Workforce planning becomes something you can put into practice

Many participants said the programme made workforce planning feel practical rather than theoretical.

“The Six Steps Methodology gave me a clear, structured approach and the confidence to know where to start, helping me break complex workforce challenges into manageable steps.”

Instead of seeing workforce planning as a daunting exercise, participants described leaving with an approach they could apply in their day-to-day roles.

5. Relevant whatever your experience

Whether participants were new to workforce planning, preparing for a management role or building on years of workforce experience, they consistently described the programme as practical, supportive and applicable to their work.

“Workforce planning isn’t optional – it’s essential for building a sustainable workforce, and I’d recommend this programme to anyone who needs to make informed decisions about their workforce.”

Join our next cohort

Our next Six Steps Open Programme begins this September. If you’re looking to develop a practical, structured approach to workforce planning, applications for the cohort are now open.