Training

Training is for the leader who keeps the assistant they already trust, but where the working relationship has never been given a proper foundation. Most executives have never written down what they do, so there is nothing to delegate and the assistant is left to invent the role themselves. Training develops both sides of the pairing: the executive learns to hand the role over properly, and the assistant is equipped to hold it with authority.

How the engagement runs

1. Commit. Contract signed, fee settled. The engagement does not begin on a call, it begins on a decision.
2. Book. A two-week window to schedule the specialist session. The deadline is deliberate: it is the first test of the client's own follow-through.
3. Session. Forty-five to sixty minutes. We map the role, the calendar, the inbox, the boundaries and the failure modes of the last three hires. Most of our clients have never been asked these questions by anyone they were paying.
4. Profile. The Halloway Profile: the executive's own working style, combined with what the seat demands of whoever fills it, expressed as a scored range, the fit band.
5. Equip. The delegation video curriculum for the executive, together with handover and task templates that train the assistant in exactly what is being transferred, so the pair can work unsupervised.

What you keep afterwards

The executive keeps 90 days of team access: three months to correct course while the new working pattern is still forming, with escalation, coaching and re-scoping of the role if the delegation is not landing — for the executive and the assistant alike.

Commercial terms are agreed privately and are not published. If you have candidates to choose between rather than an assistant in place, see Screening; where the search itself is to be conducted for you, see Consulting & placement. The full method is set out on how it works.