Services
Three ways to get your procedures documented, your team trained, and — if you’re planning an event — a practical talk or workshop on performance under pressure. Each starts with the same 30-minute diagnostic call — no obligation, and no quote until we’ve scoped the work together.
SOP Design
SOP Sprint
Your most critical procedure, documented and usable in three weeks.
Who it’s for: owners and operations managers whose one to three most important procedures still live only in someone’s head — or in a document nobody opens.
What’s included:
- Diagnostic call to scope the procedure(s)
- Two to three interviews or remote video walkthroughs with whoever does the task best
- Draft reviewed against a human-factors checklist (cognitive load, error points, usability)
- One round of revisions
- Guided 30-minute handoff
- Two-week follow-up call (30 minutes) to check the procedure is being used and adjust what isn’t
Deliverables: finished SOP(s) in your team’s format (Google Docs, Notion, or PDF), a one-page job aid per SOP, and a short training script.
Process: diagnostic call → observation/interviews → draft → review round → handoff → two-week follow-up.
Duration: 2–3 weeks, fully remote, roughly 10–15 hours of my time.
Investment: $1,200–$1,800 per role. Fixed price confirmed in your proposal after the diagnostic call.
Mini-FAQ
How many procedures fit in one Sprint? Typically one to three closely related procedures.
What if the person who knows the task best can’t do a live call? A recorded video walkthrough works just as well.
Ask about SOP Sprint on WhatsApp
Onboarding Playbook
A repeatable way to bring new hires in one role up to standard, built around time to proficiency — without depending on whoever happens to be free that day.
Who it’s for: businesses that hire repeatedly into the same role and need faster, more consistent ramp-up — without relying on whoever happens to be free to train the new hire.
What’s included:
- Competency map for the role
- 30/60/90-day plan
- Week-1 agenda
- Checklists for the manager and the new hire
- Links to existing SOPs
- A simple check that the training landed: a short reaction survey plus a knowledge/skill check for the new hire
- 90-minute train-the-trainer session
Deliverables: role playbook, checklists, evaluation checklist, and a recording of the train-the-trainer session.
Process: diagnostic call → competency mapping → draft playbook and checklists → review round → train-the-trainer session.
Duration: 4–6 weeks, remote.
Investment: $3,500–$4,500 per role. Fixed price confirmed in your proposal after the diagnostic call.
Mini-FAQ
Can this cover more than one role? Yes — each additional role is scoped and quoted separately.
Do you deliver the training to new hires directly? No — I train the trainer or manager so the process keeps working after the project ends.
Ask about Onboarding Playbook on WhatsApp
Team & Leader Training
SOP Rollout Training
Frontline enablement and change-management adoption: procedures people were trained on, not just handed a document.
Who it’s for: businesses that already have SOPs — their own, or built with me — but adoption is inconsistent across shifts, sites, or new hires.
What’s included:
- Session design built on your existing SOPs
- Two remote sessions (frontline team, and leaders/managers)
- Adoption plan: who needs to know what, when, and who reinforces it on the floor (built on the ADKAR change-management model)
- 30-day adoption check-in
Deliverables: session materials, a quick-reference guide, an adoption checklist for leaders, and a 30-day adoption report.
Process: review existing SOPs → design sessions → deliver team and leader sessions → 30-day check-in and report.
Duration: 3–4 weeks, remote (on-site in South Florida available with a travel fee).
Investment: $1,500–$2,200 per role. Fixed price confirmed in your proposal after the diagnostic call.
Mini-FAQ
Do you write new SOPs as part of this? No — this service trains people on procedures that already exist. If you need them written first, start with a SOP Sprint.
What if adoption is still low after 30 days? The 30-day report shows where it’s breaking down — the procedure itself, the training, or the day-to-day follow-through — and we go through the next step together on the check-in call. One session rarely fixes everything; that’s why the check-in is built in.
Ask about SOP Rollout Training on WhatsApp
Team & Leader Training
The focus, habits, and composure that make a team execute consistently under pressure — delivered by an ICF-trained coach.
Who it’s for: teams and frontline leaders who can follow a procedure on a normal day but lose focus, consistency, or composure when things get busy, understaffed, or stressful. Often paired with SOP Rollout Training once the procedures are documented — sometimes booked on its own.
What’s included:
- Diagnostic call to identify the pressure points and priority skills
- A short workshop series covering areas such as: managing pressure and building resilience, focus and cutting distractions, self-talk and confidence, habit-building for consistent performance, and managing emotions at work
- Practical tools and a short reference guide for participants
- A short manager’s guide for reinforcing the skills on the floor after the sessions
- Delivered directly by Ignacio Segovia, an ICF-trained coach
Deliverables: workshop materials, a participant reference guide, and a manager’s reinforcement guide.
Process: diagnostic call → session design → deliver workshop series → manager’s reinforcement guide.
Duration: typically 3–4 sessions over 3–5 weeks, remote or on-site in South Florida (travel fee applies).
Investment: $1,500–$2,200 per role. Fixed price confirmed in your proposal after the diagnostic call.
Mini-FAQ
Who delivers the training? Ignacio Segovia, an ICF-trained coach, delivers every session directly — no subcontracted trainers.
Can this run alongside SOP Rollout Training? Yes — many teams schedule both once procedures are documented; the diagnostic call is where we decide the order.
Ask about Team & Leader Training on WhatsApp
Talks & Workshops
A smaller part of what I do: keynotes and workshops for a company event, offsite, or conference, built on the same performance-under-pressure material used in Team & Leader Training.
Who it’s for: event organizers, HR/L&D teams, and leaders planning a conference, kickoff, or offsite who want a practical, performance-focused session — not a generic motivational talk.
What’s included:
- A keynote or workshop tailored to your event and audience
- A session built around performance under pressure: focus, resilience, self-talk, and habits
- An optional pre-event call to align on audience and goals
Formats:
- Keynote — “Mastering the Mindset of a Champion: Overcoming Your ‘What If’.” A signature talk on performance under pressure, originally developed for athletes and adapted for business audiences.
- Team Talks — a short workshop series, adaptable to a single session or several: Build Resilience Under Pressure, Unlock a Performance Mindset, Quiet the Inner Critic: Self-Talk & Confidence, and Master Focus & Cut Distractions.
Duration: keynotes run 45–60 minutes; workshops run 60–90 minutes; both available in English or Spanish.
Investment: $600–$5,000, depending on venue. Fixed price confirmed after a short call to scope your event.
See talks, videos and past events →
Ask about a talk or workshop on WhatsApp
FAQ
Can I combine services?
Yes. A common path is SOP Sprint first, then SOP Rollout Training and Team & Leader Training once the procedure is written and taught. Onboarding Playbook can run in parallel with any of these. Talks and workshops are usually a separate, standalone booking.
What’s the difference between SOP Rollout Training and Team & Leader Training?
SOP Rollout Training gets a specific, already-written set of procedures adopted. Team & Leader Training builds the underlying focus, habits, and composure that make any procedure easier to follow under pressure — the two are often done together, but neither requires the other.
Can’t we just write these ourselves?
You can, and some teams do. What usually goes wrong isn’t the writing — it’s that the person writing knows the task too well to see where a new hire gets lost, and the document gets handed over instead of taught. Those two gaps are what the human-factors review and the training are for.
Do you work with businesses outside the US?
The focus is US operational businesses of 11–200 people, but remote engagements outside the US can be discussed on the diagnostic call.
What industries do you work with?
Field services, home services, logistics and distribution, light manufacturing, hospitality, and early-stage franchises are common fits — along with the administrative side of clinics and medical offices. If yours isn’t listed, the diagnostic call is the quickest way to find out.
Not sure which one fits?
That’s what the call is for.