The Training
The methodology you will master. The standard you will hold.
The adult learning framework that governs the training.
The training across all three levels follows the LUCAP model — Learn, Understand, Comprehend, Assimilate, Practice. This is the adult learning architecture that governs every Elevate Career engagement, both with executives and with advisors in development.
LUCAP is not a curriculum to be completed on a schedule. It is a progression through five distinct stages of integration — each of which takes the time it takes. Advisors who attempt to accelerate through it produce inconsistent results. Those who respect its pace produce the standard the practice requires.
The distinction matters: many training programmes measure completion. This one measures integration. An advisor who has learned a framework and an advisor who has assimilated it produce materially different conversations. The practice can tell the difference — and so, eventually, can the executive on the other side of the table.
The diagnostic foundation: three situations, one methodology.
Before any framework is deployed, the advisor’s first responsibility is diagnostic precision. Every senior executive who engages Elevate Career maps to one of three named situations. They are not categories for filing purposes — they are the lens through which every phase of the engagement is interpreted and every output is calibrated.
The Plateau — The executive is still employed, still performing. Something has shifted — quietly, persistently. The engagement centres on identifying which plateau type applies and building the strategic clarity that precedes any external move.
The Exit — The role has ended. The structure that organised the executive’s identity has been removed. The risk here is urgency — acting too fast, from the wrong place, toward the wrong next role. The engagement centres on slowing the reactive instinct and building the positioning that makes the next move deliberate.
The Reinvention — The executive is still in role but privately building a different answer. This is the highest-value situation: time is available, the pressure to act is not yet acute, and the strategic groundwork can be laid properly. The engagement centres on clarity of direction before the window of strategic preparation closes.
Advisors are trained to identify the primary situation within the first conversation — and to recognise when an executive is misidentifying their own situation, which is more common than it sounds.
Three levels. Each builds what the next requires.
Associate Career Strategy Advisor
Year 1 · Tool Adoption and Methodology Integration
Entry requirements
Proven professional background at senior level and completion of the admission process. No prior advisory certification required — direct market experience at the relevant level is mandatory.
Primary focus
Full training in the three-phase Elevate Career methodology: the proprietary frameworks, the session protocol, the output document standards, and the conduct requirements. Associates handle the core volume of engagements, using the Elevate Career tools to deliver consistent, high-quality advisory.
Practice responsibility
Associates contribute to the quality review process and flag methodology questions to the senior advisor group. The first twelve months are treated as a supervised practice period.
Senior Career Strategy Advisor
Year 2 · Specialisation and Peer Development
Entry requirements
Minimum two years within the practice and a substantive contribution to the Elevate Career knowledge base — a documented case analysis, a new framework component, or a sector-specific intelligence brief.
Primary focus
Senior advisors develop specialised depth in one or more areas: a specific sector, a particular transition situation, or a geographic market. They take on more complex engagements and contribute to the methodology development process.
Practice responsibility
Senior advisors mentor Associates, review their output documents, and participate in the practice’s quality assurance sessions. The culture of honest advisory is maintained through the peer group, not top-down.
Principal Career Strategy Advisor
Year 3 and beyond · Strategic Leadership and Practice Development
By invitation onlyEntry requirements
Invitation only. Requires a demonstrable track record of exceptional engagement outcomes and a significant original contribution to the practice’s intellectual infrastructure. Not a time-served entitlement.
Primary focus
Principals lead the methodology development process, take on the most complex senior engagements, and contribute to the practice’s external thought leadership. Their market intelligence shapes the frameworks every advisor in the practice uses.
Practice responsibility
Principals may lead sector or regional chapters of the practice, taking responsibility for the advisory standard in their area. They participate more deeply in the practice’s strategic and commercial development.
What the training year involves.
The training runs for ten months per year, accounting for agreed blackout periods. Each year corresponds to one level of the methodology progression. The engagement is structured around three types of contact.
Bi-weekly live methodology sessions
90-minute sessions focused on specific framework components, session protocol, and output document quality. Structured as tutorials rather than lectures: the advisor brings a current engagement question, and the session builds around it.
Monthly peer review sessions
120-minute sessions in which advisors present anonymised real engagement cases for structured peer review. The output document standard is the primary review criterion. These sessions are the primary quality-assurance mechanism for the practice. Attendance is not optional.
Continuous access to the advisor group
Direct access to the senior advisor group for time-sensitive engagement questions. No practitioner works in isolation. The quality of the advice the practice delivers to executives is sustained by the quality of the thinking available within the advisor group between formal sessions.
The training investment.
The training investment is structured into two components, each serving a distinct purpose. Both are paid separately.
| Component | Regular | Early Admission |
|---|---|---|
| Practice Membership | €1,500 / yr | €750 / yr |
| Methodology Training | €5,000 / yr | €2,500 / yr |
| Total per year | €6,500 | €3,250 |
| Full three-level total (Years 1–3) | €19,500 | €9,750 |
Early Admission pricing is available to the first professionals admitted to the practice. Details are shared during the admission process.
Payment in full upon admission is the standard. Where an advisor is transitioning from another professional context and cash-flow management is genuinely required, instalment arrangements may be discussed at the final stage of the admission process. This is not a standard offer and is not available on request.
The admission process begins with a short written expression of interest — three paragraphs, no formal prompts. If the fit exists, the practice moves quickly.
Apply to the PracticeWe respond to every submission within 5 business days.