Blueline Applies its “Secret Sauce” to Booz Allen Hamilton’s Award Winning Onboarding Program

If you recall in a previous post we shared the “secret sauce” that distinguishes the onboarding experiences Blueline creates for its clients.  Now let’s look at how the four elements we identified amount to a “quadfecta” and form an award-winning onboarding program for Booz Allen Hamilton.

1. ContextBlueline created two immersive classroom-based experiences for Booz Allen new hires. First, a Blueline Blueprint learning visual engages new hires in a visual and interactive tour of Booz Allen’s history and culture. Learners work in teams to answer questions, move along a visual timeline of events, and interact with illustrated data.  They see the “big picture” and gain insight into the core values, seminal events and cultural underpinnings of this distinguished organization.

Next, a simulation situates participants in the role of a consulting project team at Booz Allen. Through competition, experiential learning and teamwork, they make decisions and experience consequences that fast-forward them through the learning curve of “what is it like to work here?”

2. Impression – We never get tired of hearing participants in the onboarding programs we create use words and phrases like: “Wow” or “I’ve worked at a lot of companies and have never experienced something like this…” or “This really demonstrates a commitment to employees that I’m excited about.” Blueline and Booz Allen have had the pleasure of being awash in these comments every time this program is run.

3. Engagement and fun – Koosh balls and Lincoln Logs may equal fun in some training experiences, but to what end? Booz Allen new hires represent some of the most experienced and intelligent former military, corporate and government talent in the world. Blueline’s definition of fun in this, and frankly, all of our efforts, is much more sophisticated. In Booz Allen’s onboarding program participants debate ideas (that’s fun for geniuses), compete (of course), and explore information (root cause analysis anyone?) in ways that keep them wanting more.

Teams move along a “game of life”-type visual; making decisions based on knowledge they acquire in experiential activities. Decisions affect consequences that earn or lose “chips.” These chips amount to points accumulated against three key dimensions that represent real-world success at Booz Allen. Events intervene, setbacks occur and promotions and accolades accumulate. We have to practically force them to take breaks!

4. A Culture Focus – There are few corporate cultures we have encountered as diverse and inclusive as Booz Allen Hamilton’s. An administrative new hire from Mumbai may be seated in the onboarding classroom next to a former full-bird Colonel. Blueline and Booz Allen collaborated intently to be sure this experience represents and includes the myriad of roles and textures that make up the Booz Allen organization. The Blueline Blueprint learning visual grounds each new-hire in the cultural foundation of the organization, then allows every participant to find him or herself in a character or a role represented in the simulation.

Stay tuned for the “rest of the story.” In our next blog we’ll share what has happened at Booz Allen since our intervention and where Blueline is going next in this dynamic onboarding space.

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