Tactical plays

ReadyOps Sales and ABM Playbooks

Playbooks are tactical execution plays. SOPs live separately as operating documents.

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COO, VP Operations, Director of Operations

COO Continuity Play

Trigger: Company has 75+ employees, multiple crews, field operations, shifts or locations.

Objective: Book a readiness review by reframing training as recurring management overhead.

Assets

  • Executive Workforce Readiness Plan
  • Current-state process map
  • Quarterly readiness report sample

Metrics

  • Target accounts
  • Conversations
  • Readiness reviews booked
  • Economic buyers engaged

Execution Steps

  1. Open with the management-overhead problem, not CPR.
  2. Ask who owns the annual training and renewal process.
  3. Map whether the process depends on individual managers.
  4. Offer to show what a managed annual operating system would look like.
  5. Book a 20-minute readiness review with the operating owner and decision-maker.

Scripts

Your managers were not hired to chase training dates, rosters and records.
Worth mapping where the annual process is consuming manager time?

Stop Rules

  • No operating complexity
  • No decision-maker path
  • Only wants one public class
Facilities Director, Facilities Manager

Facilities Burden Play

Trigger: Facilities is coordinating rooms, instructors, rosters, reminders or site logistics.

Objective: Move training coordination out of facilities overflow work.

Assets

  • Workforce Readiness Blueprint
  • Session logistics checklist
  • Roster import workflow

Metrics

  • Facilities conversations
  • Stakeholder referrals
  • Reviews booked
  • Multi-site opportunities

Execution Steps

  1. Identify where facilities becomes the default coordinator.
  2. Ask how many handoffs happen before a session is delivered.
  3. Show the managed workflow from roster to records.
  4. Position ReadyOps as the external owner for recurring logistics.
  5. Ask for a readiness review with operations or safety included.

Scripts

Facilities should not have to rebuild the training process every cycle.
Where does the work land today when a renewal date comes up?

Stop Rules

  • No recurring scheduling burden
  • No authority to introduce operations
  • Only room booking issue
Safety Director, EHS Manager, Risk Manager

Safety Visibility Play

Trigger: Records, renewals or reporting are scattered and leadership lacks visibility.

Objective: Sell visibility, cadence and organized records without compliance guarantees.

Assets

  • Quarterly readiness report sample
  • Legal-review checklist
  • Renewal forecast

Metrics

  • Reports requested
  • Safety-led reviews
  • Renewal gaps identified
  • Proposal requests

Execution Steps

  1. Ask what leadership can see today without manual spreadsheet work.
  2. Identify record gaps, upcoming expirations and unresolved action items.
  3. Show the reporting cadence and renewal windows.
  4. Clarify that ReadyOps supports the safety system and does not replace legal or regulatory review.
  5. Book a readiness review around visibility gaps.

Scripts

The class may be handled. The visibility around records and renewals often is not.
What can leadership see today without someone rebuilding a report?

Stop Rules

  • Buyer wants legal compliance guarantee
  • No data access
  • No recurring renewal need
HR Director, People Operations, General Manager

HR Onboarding Play

Trigger: New hires wait for required training or HR relies on manual follow-up.

Objective: Turn new-hire training into a managed recurring workflow.

Assets

  • New-hire readiness workflow
  • Roster fields checklist
  • Reminder sequence

Metrics

  • HR replies
  • Stakeholder adds
  • New-hire workflow gaps
  • Reviews booked

Execution Steps

  1. Ask how new hires are identified, scheduled, trained and recorded today.
  2. Find where managers or HR have to chase the process.
  3. Show how roster updates trigger training and renewal actions.
  4. Tie the offer to less manual follow-up and cleaner onboarding.
  5. Invite operations or safety into the readiness review.

Scripts

New hires should not wait on the next time someone remembers the training calendar.
Where does onboarding training stall today?

Stop Rules

  • No recurring hiring
  • No HR ownership
  • No annual budget path
Insurance brokers, associations, HR consultants, payroll/PEO partners

Partner Referral Play

Trigger: Partner serves employers with field crews, shifts, facilities or recurring training requirements.

Objective: Create referral channels without implying agency or regulatory endorsement.

Assets

  • Partner one-pager
  • Executive plan sample
  • Referral qualification checklist

Metrics

  • Partner conversations
  • Referrals received
  • Qualified referrals
  • Partner-sourced pipeline

Execution Steps

  1. Position ReadyOps as a practical operating partner for employers with recurring training coordination burden.
  2. Define which clients are a fit and which are not.
  3. Offer a sample readiness plan for partner review.
  4. Agree on a compliant introduction path.
  5. Track referrals and outcomes by partner.

Scripts

We help employers remove recurring training coordination from managers, not sell one-off classes.
A good fit is a company with crews, shifts, locations or repeated renewal work.

Stop Rules

  • Partner wants compliance claims
  • No mutual client fit
  • Referral terms unclear