Employee advocacy. Designed to last.
Built for the AI age.
A 12-week employee advocacy training and behaviour-change programme designed to build participation that lasts.
Because the real test isn't what happens while support is high.
It's what survives when it isn't.
Where are you right now?
Most organisations come to us from one of two places.
Starting employee advocacy
You see the opportunity, but aren't yet sure what people will participate in or what support they'll need.
You want to start without over-engineering it.
Trying to make it work
Something already exists, but participation is patchy, momentum has faded or it needs constant pushing.
You don't want to simply relaunch the same thing.
Different starting points. The same underlying question:
What would it take for employee advocacy to become something people actually keep doing?
That's what the Foundation Pilot is designed to find out.
Employee advocacy is bigger than posting
We don't believe employees should become another distribution channel for corporate content.
We help people recognise where their own expertise is useful and become more confident contributing around it.
Contribution is the outcome. Content is one format.
That creates more credible employee voices for the organisation — and a more valuable professional presence for the employee.
More than employee advocacy training
Training is an important part of the Foundation Pilot.
Participants learn how to recognise their expertise, find where it's relevant, contribute to professional conversations, develop their own point of view and use AI intelligently.
But knowing what to do isn't the same as actually doing it.
So participants apply what they're learning throughout the programme. We support them as they build confidence and capability, then deliberately reduce that support to see what they can sustain for themselves.
And because people arrive with very different levels of experience, each challenge has Start, Build and Stretch options — so someone making their first professional comment can progress alongside someone already publishing regularly.
How the Foundation Pilot works
Activate
Weeks 1–4
Get people participating.
Participants start doing from the outset — joining real professional conversations, building confidence and uncovering where their expertise can add value.
Build
Weeks 5–8
Make participation more useful.
Participants develop their thinking, judgement and contribution, learn to use AI without outsourcing what makes their perspective valuable, and begin building a rhythm that fits around real work.
As capability increases, our support reduces.
Autonomy test
Weeks 9–11
Then we stop helping. On purpose.
No weekly challenges. No activity prompts. No facilitator pushing people to post.
We leave the tools and learning available and see what participants choose to keep doing for themselves.
Reflect & decide
Week 12
Find out what actually held.
We look at what continued, what disappeared, what got in the way and what support is genuinely required.
Then we give you an evidence-led recommendation about what should happen next.
Most programmes measure what happens while support is high.
We deliberately remove the support to see what survives.
That's the Autonomy Test — and it's how we find out whether the behaviour has a realistic chance of lasting.
AI-assisted. Your way.
AI can help people develop their contribution. It shouldn't decide what they think.
The Togethr Foundation Pilot can work with AI in different ways:
Ghostart
The most integrated experience
Connects participants' expertise, questions and thinking throughout the programme.
Your existing AI
Work with what you already use
The programme can work with your organisation's approved AI tools.
Human-led
AI isn't a prerequisite
The same methodology can be delivered without AI where that's the right approach.
AI-assisted. Human-led.
The methodology stays the same. The technology supports it.
Beyond the Beige
When everyone can create content, sameness becomes the problem.
In The Beige Code, Togethr founders Andrew Seel and Nigel Jay Cooper explore why human experience, judgement and specificity matter more in the age of AI.
We bring that thinking into the Foundation Pilot by asking:
Could anyone have said this?
Then help participants bring back what's missing — their experience, evidence, judgement and perspective.
For Ghostart users, the Beigeometer helps put the same thinking into practice.
We measure behaviour, not course consumption
We don't measure success by how many training modules people complete.
We want to know what actually changes.
Participation
Are people genuinely taking part?
Contribution
Is what they're adding becoming more useful and expertise-led?
Independence
What survives when we stop prompting?
Success isn't peak activity. It's sustained behaviour.
We don't run pilots to prove success.
We run them to find out the truth.
At the end of the Foundation Pilot, you'll have evidence about what employees actually participate in, how their contribution develops, what happens as support reduces, what gets in the way and — crucially — what survives when the support disappears.
That gives you a much better basis for deciding what happens next.
We might recommend scaling.
We might recommend fixing something first.
And sometimes the right answer may be not to scale yet.
The goal isn't to make employee advocacy look successful. It's to make it work.
What happens next?
The Foundation Pilot helps you decide what ongoing employee advocacy should look like — based on what you've learned about what actually works.
For many organisations, Ghostart can provide the ongoing infrastructure, with light-touch Togethr support where useful.
The pilot gives you the evidence to choose what happens next.
Ready to start properly?
If you're looking for employee advocacy training, considering a wider programme, or wondering why an existing initiative isn't quite working, the Foundation Pilot gives you a practical way to start.
And, more importantly, to find out what will actually last.