Custom LinkedIn Enablement Program

Make LinkedIn a capability your company owns.

Shared foundations. Training by role. Support that stays with your people.

Equip your organization with the skills, learning resources, leadership support, and internal champions to make LinkedIn a repeatable part of how your people build visibility and relationships.

Plan your company rollout See what’s included

A 30-minute conversation about your team, priorities, and the right fit.

Illustrative cross-functional manufacturing team sharing expertise on a factory floor — **6 months**From launch through supported internal handoff

Engagement: Six-month rollout
Audience: Multiple teams and roles
Support: Training, clinics, and feedback
Learning access: 12 months from kickoff

A six-month rollout for manufacturing organizations

Give the whole company a way to participate. Give each team a reason.

A seller building account relationships, an engineer explaining an application, and an HR leader reaching candidates have different jobs. A company program connects those contributions without expecting everyone to work the same way.

Several teams need to be involved.You want consistent foundations alongside training that reflects different audiences and responsibilities.
Adoption needs leadership support.Managers need to make time, resolve obstacles, and know how to support employees after training.
You want the capability to stay internally.Your program owner and champions need the resources and practice to help people after the engagement ends.

What your team will learn

One 5C Method. Different roles. Connected effort.

Everyone learns the same foundations. Each team then applies the system to the people, questions, and relationships that matter in its work.

Credibility

Help employees explain their experience, relevance, and expertise through profiles that remain truthful and personal.

Your takeaway: Clearer profiles and shared review criteria.

Connections

Teach teams how to identify relevant buyers, partners, peers, and candidate communities.

Your takeaway: Role-specific audience and relationship plans.

Content

Help people contribute useful expertise and stories, with clear routes for technical accuracy and company permissions.

Your takeaway: Content themes and a practical contribution process.

Conversations

Build confidence in comments, messages, responses, and appropriate follow-up for each role.

Your takeaway: Conversation practice tied to real responsibilities.

Consistency

Connect individual routines to manager support, learning access, internal champions, and a review cadence.

Your takeaway: An internal support process the company can sustain.

What changes for your team

A program that can keep working after month six.

People know their part

Employees have a learning path and a useful way to contribute that fits their role.

Support has an owner

Participants know where to find resources, get feedback, and resolve questions.

Your internal team can continue

Champions and managers have practiced supporting participation and onboarding new people.

How it works

Build the capability over six months.

We agree on the participating population, priority teams, live-session coverage, review allowance, and internal responsibilities before launch.

Launch

Create the foundation

Align the sponsor and internal owner, establish a baseline, and introduce the method across your organization.

Develop

Help each team apply it

Deliver role-specific training, coaching clinics, and feedback while managers and champions learn to support the work.

Transfer

Make the support internal

Your champions practice leading, the program owner runs the review process, and we complete the handoff together.

Month 1Prepare and launch

Align on business priorities, identify the program owner and champions, establish the baseline, and deliver the first foundation workshop.

Takeaway: An agreed rollout and participation plan.

Month 2Build shared foundations

Deliver the remaining foundation sessions, provide on-demand access, and help people begin profile and audience work.

Takeaway: Access to training and a clear path to support.

Month 3Apply the method by role

Train sales, marketing, HR, and technical teams around their own audiences and responsibilities.

Takeaway: Practical role-specific plans and exercises.

Month 4Reinforce and remove obstacles

Use coaching clinics, scoped reviews, and manager check-ins to improve work and address recurring friction.

Takeaway: Better application and clearer internal support.

Month 5Let champions lead

Champions facilitate a learning activity while Trevor observes and gives feedback. The program owner begins running the routine.

Takeaway: Internal facilitators with practical experience.

Month 6Review and hand over

Evaluate progress, confirm resource ownership and onboarding steps, and agree on the next 90 days.

Takeaway: A company-owned continuation plan.

Timing and session allocation are tailored to your teams, sites, schedules, and available internal support.

Training by role

Same framework. Different work to do.

Each team practices with examples that reflect its audience, responsibilities, and reasons for participating.

Sales & business development

Build relevant account relationships.

Profiles, buying roles, contextual engagement, trade-show follow-up, and useful next conversations.

Marketing

Help more expertise become visible.

Content themes, expert contributions, distinct employee voices, and a workable review process.

HR & talent acquisition

Help candidates get to know your people.

Employer credibility, employee stories, candidate communities, and relevant recruiting conversations.

Technical experts

Make your judgment easier to understand.

Explain application decisions, share useful lessons, and contribute with technical accuracy and appropriate permissions.

Executives

Lead with a credible point of view.

Develop your own participation and give the company program clear purpose, visible support, and realistic expectations.

Managers

Make participation possible.

Protect time, remove obstacles, coach useful activity, and discuss progress in a way people can act on.

Internal champions

The people who help the learning continue.

Develop 4 to 8 champions who can help colleagues find resources, give basic feedback, lead a peer session, and route questions. They practice facilitating while Trevor observes and coaches, so the handoff is something they have already rehearsed.

The engagement

Know exactly what your team receives.

The package below is a reference scope. Your proposal confirms the final sessions, access, and support allowance.

Program design and baseline
A 90-minute design session, agreed objectives, participant scope, and starting-point assessment.
Multiple foundation workshops
A reference scope includes three two-hour 5C workshops for different groups or schedules.
Four role-specific training sessions
75-minute sessions for sales, marketing, HR, and technical experts.
Executive and manager training
A 60-minute executive session and a 90-minute manager workshop.
Internal champion development
Three 60-minute sessions for 4 to 8 champions, plus observed facilitation practice.
Eight open coaching clinics
60-minute sessions during months 2 to 5 for questions, examples, and shared learning.
Scoped individual feedback
A reference allowance of two submissions each for a priority group of up to 20 people.
Sponsor reviews and handoff
Six monthly 30-minute sponsor reviews and a 90-minute transition session.
Twelve months of learning and tools
On-demand training, AI coaches, participant templates, and manager and champion resources.

Training and support, with shared responsibility.

Trevor provides training, feedback, resources, and coaching. Your company provides a sponsor, program owner, review contacts, and time to participate. Employees create their own work. Company-wide learning access and individual coaching allowances are defined separately.

Support between sessions

A useful place to turn when you sit down to do the work.

On-demand lessons, practical templates, and AI coaches help people apply the 5Cs at their own pace. Manager and champion resources support your internal team.

Learn what you need.

Return to a short lesson when you need help with a specific task.

The 5C foundation, organized by topic
Profile and content demonstrations
Connections, conversations, and routines

Start with a useful structure.

Use a worksheet to organize your thinking and make the next action clearer.

Profile and audience planning
Idea capture and content planning
Conversation and weekly routine tools

Get help thinking it through.

Use the 5C AI coaches to develop ideas, practice, and critique your own work.

Profile and content coaching
Audience and conversation planning
A manageable weekly action plan

Hosted learning and tools are included for 12 months from kickoff. Participants review the facts, protect company information, and decide what to publish. Any required third-party accounts or subscriptions are confirmed before booking.

Your trainer and guide

Trevor Robinson

Founder, TLR Consulting Group
Creator of the 5C Method

Trevor spent more than a decade at Phoenix Contact USA, where he managed the Integrated Marketing and Communications team. He now trains and advises manufacturing teams on making their expertise visible through LinkedIn.

**Ira Sharp Jr.**Director of Product Marketing, Phoenix Contact USA

Feedback on Trevor’s training and advisory work. Individual experiences vary.

A few practical questions

Make sure it fits your team.

What does company-wide access mean?

The employee population named in your agreement receives access to the foundation learning and included resources. Live seats, coaching clinics, and individual reviews are scoped separately so the level of support is clear.

Do all employees receive the same training?

Everyone can access the same 5C foundation. Priority teams receive additional training around their roles, audiences, and responsibilities. Executive, manager, and champion training addresses how the program is supported.

Who needs to own this internally?

A senior sponsor gives the program direction and support. A named internal owner coordinates access, scheduling, and review. Managers protect participation time, and champions help colleagues use the resources and keep learning.

What do internal champions actually do?

Champions help people find lessons and templates, facilitate peer learning, provide basic feedback using the 5C checklists, and route questions to the right owner. They practice leading a session with Trevor’s feedback before handoff.

Can this accommodate different sites or shifts?

Yes. We plan live deliveries and on-demand access around the agreed population. Additional sessions, locations, or time zones are included explicitly in the proposal.

How do you measure progress?

We review training access, quality of participant work, practical application, relevant relationships, and the ability of the internal team to support the program. Business outcomes are interpreted in the context of your sales and recruiting cycles.

What happens after the six months?

Live support ends after the engagement. Hosted learning and tools remain available for 12 months from kickoff. Your company retains its completed plans and internal-use worksheets, with a clear next 90-day plan and trained internal owners.

How is the program priced?

The proposal is based on the agreed population, teams, live deliveries, feedback allowance, and rollout complexity. We confirm the scope and investment after discussing your organization’s needs.

Let’s talk about your team

Build a program your people can keep using.

Bring your priorities, the teams you want involved, and the support you have internally. We will discuss a rollout that gives people the training and access they need.

Plan your company rollout

30 minutes with Trevor to discuss fit, delivery, and investment. Your scope is confirmed before booking a program.