What “Neftaly Curating Future of Work Consulting” Means
“Curating Future of Work” implies helping organizations actively design, manage, and adapt their work environments, practices, talent, and culture so they are future-ready. It goes beyond simply responding to trends; it’s about proactively selecting (“curating”) which work models, technologies, roles, skills, and processes to adopt, aligning them with strategy, values, and stakeholder needs.
This consulting offering would help clients:
Understand emerging trends in how work will be done (AI, remote/hybrid/blended work, gig/contingent labour, etc.)
Curate which work practices/models make sense for their organisation
Design strategies, talent models, culture, processes that support those models sustainably
Manage transitions, change, risk, and embed continuous adaptation
Key Trends & Drivers You Should Build Into the Offering
Recent research highlights many of the forces shaping the future of work. Some you can incorporate into your consulting service design:
AI & Automation are transforming workplace tasks. A high share of operational or repetitive tasks are expected to be automated or augmented, shifting what skills are needed. Consultport+1
Blended Work Models (“not just hybrid”) where human work, virtual presence, automation/AI agents, and physical presence combine. The paradigm is evolving beyond simply remote vs office. arXiv
Skills Gaps & Lifelong Learning are increasingly relevant. Organisations need to plan for reskilling/upskilling so their workforce can leverage emerging tools, methods, and adapt over time. Consultport+1
Flexibility & Work Experience: remote/hybrid/contingent work, better work-life balance, wellbeing, DEI, equitable access, employee experience are key priorities. ProQualRecognition+2peoplefactor.co.za+2
Good Work / Human-Centric Design: increasing demand that work is meaningful, healthy, equitable, and sustainable. Frameworks like the “Good Work Framework” from Mercer/WEF emphasise human wellbeing, inclusivity, fairness. Mercer
Gig Economy & Contingent Labour: more project-based, freelancing, external/contract workers; companies must manage different labour categories, legal/regulatory implications, culture and integration. Consultport+1
Technology & Digital Infrastructure: remote collaboration tools, digital literacy, platforms that enable distributed work, asynchronous workflows, automation tools, AI assistants. peoplefactor.co.za+2Consultport+2
Core Components of “Neftaly Curating Future of Work Consulting”
Here are what your consulting service should include, to deliver a robust offering:
Component
What It Involves
Trend & Environmental Scan
Research and map the forces shaping future of work in the industry, geography, regulatory environment, technological advances, labour market dynamics.
Work Model Strategy & Design
Help clients decide what mix of work modes suits them (onsite, hybrid, remote, blended, gig), including process, technology, governance, physical spaces.
Talent & Skills Strategy
Assess current skills vs future needs; design reskilling/upskilling/learning pathways; recruitment strategies; role redesign.
Culture, Values & Employee Experience
Define or refine culture to support future work practices (trust, autonomy, inclusion, wellbeing); craft policies, engagement, feedback loops.
Technology & Tools Enablement
Identify, evaluate, implement tools for collaboration, remote work, monitoring, automation, virtual presence etc.; ensure usability and adoption.
Contingent & Hybrid Workforce Management
Policies & practices to manage contractors, freelancers, part-timers, as well as full-time staff; legal and compliance, onboarding, integration.
Change Management & Transition Support
Plan transition paths; manage resistance; pilot programs; communication; leadership alignment; training.
Governance, Metrics & Outcomes
Define metrics for success for future of work (productivity, employee satisfaction, retention, cost, innovation, inclusion etc.); dashboards; regular reviews and adaptation.
Wellbeing, Equity & Sustainability
Ensure work practices are humane: work-life balance, mental health, DEI, fairness, environmental sustainability of operations.
Proposed Engagement / Project Phases
Here’s a possible structure of an engagement:
Phase
Timeline
Deliverables
Phase 1: Discovery & Scanning (2-3 weeks)
Interviews, surveys, current state assessment, external research, trends impact assessment
Phase 2: Strategy & Design Workshops (2-3 weeks)
Define future work model options, talent and skills gap mapping, design of culture & employee experience changes
Phase 3: Pilot & Prototype (3-4 weeks)
Pilot remote/hybrid model; test tools; trial new policies around flexible work; measure feedback and outcomes
Phase 4: Full Implementation (4-6 weeks)
Roll out selected work models, technologies, talent programs; support transition; embed culture shift; training etc.
What “Neftaly Designing Future of Work Consulting” Means
This service helps organizations proactively design their work systems, culture, skills, technology, policies, and ways of working so that they are fit for emerging realities — hybrid/blended work, AI/automation, changing workforce expectations, new leadership models, agility, resilience, wellbeing etc. Rather than reacting to change, clients with this service are shaping the work environment for tomorrow.
Why It Matters / Trends & Evidence
Some recent findings and trends that show this is urgent:
The strong rise of flexible, remote & hybrid work as permanent models, not temporary responses. Employers are redefining work location, schedule, and flexibility policies. Consultport+2arXiv+2
Skills demands are shifting rapidly: organizations need both technical skills (e.g. AI literacy, digital collaboration tools) and “soft / adaptive skills” like agility, critical thinking, collaboration, resilience. Consultport+2ProQualRecognition+2
Employee experience & well-being are central: mental health, work-life balance, belonging, inclusion, culture are no longer nice-to-haves but critical to attract and retain talent. ProQualRecognition+1
Blended work (physical, virtual, and AI-augmented) is emerging: new forms of collaboration using tools, AI, virtual presence etc. Changing where, when, and how work happens. arXiv+1
The need for continuous reskilling/upskilling because of how quickly technology, processes, and markets are changing. Consultport+1
Core Components of the Offering
Here are the modules / capabilities Neftaly should include in “Designing Future of Work” consulting:
Component
What It Involves
Workplace Trends & Environmental Scan
Identify external forces: technology, regulatory changes, demographic shifts, labour market, AI, automation, climate, social expectations etc.
Current State Diagnostic
Audit existing work practices: how remote/hybrid work is managed; technology stack; employee experience; culture; skills; leadership; policies; physical space etc.
Work Models & Flexibility Design
Design options for work location (on-site / remote / blended), schedules (flex hours, compressed workweeks), job structure (full-time, part time, contingent, gig), collaboration norms.
Technology & Collaboration Tools
Identify and design the digital tools, platforms, AI-assisted systems that support distributed work, collaboration, knowledge sharing, productivity. Ensure usability, integration, security.
Skills & Talent Strategy
Forecast needed skills (digital, interpersonal, leadership, adaptability); design reskilling / upskilling programs; plan for leadership and manager capability in new work models.
If relevant, design offices or physical spaces for collaboration, innovation, safe in-person work; plus virtual work environments (home office, virtual spaces).
Leadership & Management Model
New leadership skills: leading remote teams, trust, outcomes over hours, virtual presence, hybrid meeting norms, communication, accountability.
Policy, Governance & Compliance
Policies on remote work, data security, privacy, health & safety; employment laws; performance measurement; compliance and policies for hybrid/blended work.
Pilot Programs & Change Management
Pilot new work models in certain departments or teams; test tools; measure outcomes; change management plan (communications, training, feedback loops).
Monitoring, Metrics & Continuous Improvement
Define metrics (e.g. productivity, engagement, turnover, well-being, costs, innovation); dashboards; periodic reviews; iterate design based on feedback.
Proposed Engagement / Phases
Here’s one way to deliver this consulting service in phases:
Phase
Duration Estimate
Key Activities / Deliverables
Phase 1: Scoping & Diagnostic (~2-3 weeks)
Interviews / surveys with employees & leadership; audit of current models, tools, policies; external trends scanning; diagnosis report with gaps / opportunities.
Phase 2: Vision & Design Workshops (~1-2 weeks)
Co-creation with stakeholders of future work vision; defining work models; designing policies; deciding on pilot areas.
Phase 3: Pilot Implementation (~3-5 weeks)
Roll out selected pilot(s) of hybrid/blended work models; test tools, leadership behaviours; collect qualitative & quantitative data.
Phase 4: Evaluation & Iteration (~1-2 weeks)
Review pilot results vs metrics: what worked, what didn’t; adjust policies/tools/design; refine broader roll-out plan.
Phase 5: Full Roll-Out & Embedding (~3-4 weeks)
Scale up design across organization; train leaders/managers; integrate into HR, culture, performance systems; update policies; ensure alignment throughout.
What “Neftaly Simplifying Future of Work Consulting” Means
This service is about helping organizations reduce complexity as they adapt to future work trends. Instead of pursuing elaborate, multiple overlapping change programs (remote work policies + AI + flexible schedules + workspace renovation etc.), the idea is to streamline, clarify, and simplify how they design the future of work so it’s sustainable, easy to implement, and deliverable.
“Simplifying” implies:
Removing unnecessary complexity
Prioritizing essential changes
Making transitions easier for people
Using tools, processes, models that are lean, clear, easy to manage
Focusing on clarity, simplicity, usability
Why It Matters / Trends & Evidence
Some current trends and insights that support this approach:
The rise of flexible / hybrid workforce models, remote work, and employee expectations for well-being and work-life balance. Organizations need to simplify policies so they’re clear and enforceable. Consultport+2Korn Ferry+2
Increased use of AI, automation, digital tools to streamline workflows. Simplification helps organizations adopt these more easily without overwhelming people. gem-corp.tech+1
Skills gaps and training demands become more manageable when organizations focus on core skills rather than trying to do everything at once. Consultport+1
Demand for clearer, more manageable career paths (career lattices vs rigid ladder), simpler governance around remote/hybrid work etc. Korn Ferry
Core Components
Here are the modules & capabilities that “Simplifying Future of Work” consulting could include:
Component
What It Covers
Current State Simplification Audit
Map out the existing policies, tools, work models, workflows, overlapping initiatives etc. Identify redundancies, complexity, friction, areas of confusion.
Future of Work Trend / Prioritization Scan
Analyze which trends or changes will matter most for the client (AI augmentation, hybrid work, automation, flexible schedules), and which can be delayed or simplified.
Vision & Principles Setting
Establish guiding principles for the future of work that emphasize simplicity, clarity, employee experience, minimal overhead. Define what “simple” means in that organisation’s context.
Model Design – Lean Work Models
Design work models (remote/hybrid/flexible work) that are easy to understand & apply, with simple rules, minimal exceptions. Simplify tools, processes, technology stacks.
Communication & Policy Simplification
Draft policies in clear, simple language. Reduce complexity in policy documentation. Create one-page guides, FAQs. Ensure people understand what is expected.
Change Management with Minimal Friction
Plan transitions that avoid overload: phased rollouts; pilot small; feedback loops; remove or retire legacy processes; reduce cognitive load.
Tool & Technology Rationalization
Assess tools and platforms used for remote work, collaboration, automation etc. Identify overlapping or low-value ones. Streamline tech stack.
Leadership & Manager Enablement
Equip leaders and managers with simple frameworks, clear expectations, playbooks for remote/hybrid/flexible work, AI augmentations etc.
Measurement & Feedback Loops
Define simple metrics (e.g. employee satisfaction, clarity of policy, efficiency, cost) to track whether simplification is working; use feedback to adjust.
Governance & Sustainability
Ensure that simplification isn’t one-off but maintained: governance bodies, periodic review, avoid creeping complexity.
Sample Engagement / Phases
Here is a possible timeline / phase structure for delivering this service:
Map current work models, policies, tools. Identify complexity / friction points. Stakeholder interviews. Deliver “complexity baseline” report.
Phase 2: Trend Prioritization & Vision (1 week)
Workshop with leadership to identify which future-of-work changes are most important; define guiding principles; select 2-3 priorities to simplify around.
Phase 3: Model Design & Policy Simplification (2-3 weeks)
Cost savings through tool rationalization, fewer support / process burdens.
Agile and adaptable: ability to adjust quickly based on feedback.
Emphasis on clarity (policies, expectations) so compliance and adoption are easier.
Risks & Challenges & How to Mitigate
Risk / Challenge
Mitigation Strategy
“Simplification” being perceived as under-investment or being cheap
Communicate that simplification is strategic; focus on impact; show how simpler models increase agility, clarity, employee satisfaction.
Over-simplification that fails to address necessary complexity or nuance
Ensure priority areas chosen carefully; retain needed controls; pilot to test; balance simplicity with compliance or regulation.
Resistance from teams / leaders used to legacy policies / many tools
Use change management; involve people in simplification; show quick wins; retire legacy tools only when good replacements exist.
Loss of functionality or flexibility in simplifying tools / policies
Ensure that simplification retains necessary flexibility; define exceptions; ensure minimal disruption; engage users in design.
Without maintenance, complexity creeps back in (“creeping feature growth”)
Embed governance, periodic reviews; assign clear ownership; build simplicity into culture and processes.
Sample Deliverables
Here are sample outputs you might deliver to clients under Neftaly Simplifying Future of Work Consulting:
What “Neftaly Simplifying Future of Work Consulting” Means
This service is about helping organizations reduce complexity as they adapt to future work trends. Instead of pursuing elaborate, multiple overlapping change programs (remote work policies + AI + flexible schedules + workspace renovation etc.), the idea is to streamline, clarify, and simplify how they design the future of work so it’s sustainable, easy to implement, and deliverable.
“Simplifying” implies:
Removing unnecessary complexity
Prioritizing essential changes
Making transitions easier for people
Using tools, processes, models that are lean, clear, easy to manage
Focusing on clarity, simplicity, usability
Why It Matters / Trends & Evidence
Some current trends and insights that support this approach:
The rise of flexible / hybrid workforce models, remote work, and employee expectations for well-being and work-life balance. Organizations need to simplify policies so they’re clear and enforceable. Consultport+2Korn Ferry+2
Increased use of AI, automation, digital tools to streamline workflows. Simplification helps organizations adopt these more easily without overwhelming people. gem-corp.tech+1
Skills gaps and training demands become more manageable when organizations focus on core skills rather than trying to do everything at once. Consultport+1
Demand for clearer, more manageable career paths (career lattices vs rigid ladder), simpler governance around remote/hybrid work etc. Korn Ferry
Core Components
Here are the modules & capabilities that “Simplifying Future of Work” consulting could include:
Component
What It Covers
Current State Simplification Audit
Map out the existing policies, tools, work models, workflows, overlapping initiatives etc. Identify redundancies, complexity, friction, areas of confusion.
Future of Work Trend / Prioritization Scan
Analyze which trends or changes will matter most for the client (AI augmentation, hybrid work, automation, flexible schedules), and which can be delayed or simplified.
Vision & Principles Setting
Establish guiding principles for the future of work that emphasize simplicity, clarity, employee experience, minimal overhead. Define what “simple” means in that organisation’s context.
Model Design – Lean Work Models
Design work models (remote/hybrid/flexible work) that are easy to understand & apply, with simple rules, minimal exceptions. Simplify tools, processes, technology stacks.
Communication & Policy Simplification
Draft policies in clear, simple language. Reduce complexity in policy documentation. Create one-page guides, FAQs. Ensure people understand what is expected.
Change Management with Minimal Friction
Plan transitions that avoid overload: phased rollouts; pilot small; feedback loops; remove or retire legacy processes; reduce cognitive load.
Tool & Technology Rationalization
Assess tools and platforms used for remote work, collaboration, automation etc. Identify overlapping or low-value ones. Streamline tech stack.
Leadership & Manager Enablement
Equip leaders and managers with simple frameworks, clear expectations, playbooks for remote/hybrid/flexible work, AI augmentations etc.
Measurement & Feedback Loops
Define simple metrics (e.g. employee satisfaction, clarity of policy, efficiency, cost) to track whether simplification is working; use feedback to adjust.
Governance & Sustainability
Ensure that simplification isn’t one-off but maintained: governance bodies, periodic review, avoid creeping complexity.
Sample Engagement / Phases
Here is a possible timeline / phase structure for delivering this service:
Map current work models, policies, tools. Identify complexity / friction points. Stakeholder interviews. Deliver “complexity baseline” report.
Phase 2: Trend Prioritization & Vision (1 week)
Workshop with leadership to identify which future-of-work changes are most important; define guiding principles; select 2-3 priorities to simplify around.
Phase 3: Model Design & Policy Simplification (2-3 weeks)
Cost savings through tool rationalization, fewer support / process burdens.
Agile and adaptable: ability to adjust quickly based on feedback.
Emphasis on clarity (policies, expectations) so compliance and adoption are easier.
Risks & Challenges & How to Mitigate
Risk / Challenge
Mitigation Strategy
“Simplification” being perceived as under-investment or being cheap
Communicate that simplification is strategic; focus on impact; show how simpler models increase agility, clarity, employee satisfaction.
Over-simplification that fails to address necessary complexity or nuance
Ensure priority areas chosen carefully; retain needed controls; pilot to test; balance simplicity with compliance or regulation.
Resistance from teams / leaders used to legacy policies / many tools
Use change management; involve people in simplification; show quick wins; retire legacy tools only when good replacements exist.
Loss of functionality or flexibility in simplifying tools / policies
Ensure that simplification retains necessary flexibility; define exceptions; ensure minimal disruption; engage users in design.
Without maintenance, complexity creeps back in (“creeping feature growth”)
Embed governance, periodic reviews; assign clear ownership; build simplicity into culture and processes.
Sample Deliverables
Here are sample outputs you might deliver to clients under Neftaly Simplifying Future of Work Consulting:
What “Neftaly Simplifying Future of Work Consulting” Means
This service is about helping organizations reduce complexity as they adapt to future work trends. Instead of pursuing elaborate, multiple overlapping change programs (remote work policies + AI + flexible schedules + workspace renovation etc.), the idea is to streamline, clarify, and simplify how they design the future of work so it’s sustainable, easy to implement, and deliverable.
“Simplifying” implies:
Removing unnecessary complexity
Prioritizing essential changes
Making transitions easier for people
Using tools, processes, models that are lean, clear, easy to manage
Focusing on clarity, simplicity, usability
Why It Matters / Trends & Evidence
Some current trends and insights that support this approach:
The rise of flexible / hybrid workforce models, remote work, and employee expectations for well-being and work-life balance. Organizations need to simplify policies so they’re clear and enforceable. Consultport+2Korn Ferry+2
Increased use of AI, automation, digital tools to streamline workflows. Simplification helps organizations adopt these more easily without overwhelming people. gem-corp.tech+1
Skills gaps and training demands become more manageable when organizations focus on core skills rather than trying to do everything at once. Consultport+1
Demand for clearer, more manageable career paths (career lattices vs rigid ladder), simpler governance around remote/hybrid work etc. Korn Ferry
Core Components
Here are the modules & capabilities that “Simplifying Future of Work” consulting could include:
Component
What It Covers
Current State Simplification Audit
Map out the existing policies, tools, work models, workflows, overlapping initiatives etc. Identify redundancies, complexity, friction, areas of confusion.
Future of Work Trend / Prioritization Scan
Analyze which trends or changes will matter most for the client (AI augmentation, hybrid work, automation, flexible schedules), and which can be delayed or simplified.
Vision & Principles Setting
Establish guiding principles for the future of work that emphasize simplicity, clarity, employee experience, minimal overhead. Define what “simple” means in that organisation’s context.
Model Design – Lean Work Models
Design work models (remote/hybrid/flexible work) that are easy to understand & apply, with simple rules, minimal exceptions. Simplify tools, processes, technology stacks.
Communication & Policy Simplification
Draft policies in clear, simple language. Reduce complexity in policy documentation. Create one-page guides, FAQs. Ensure people understand what is expected.
Change Management with Minimal Friction
Plan transitions that avoid overload: phased rollouts; pilot small; feedback loops; remove or retire legacy processes; reduce cognitive load.
Tool & Technology Rationalization
Assess tools and platforms used for remote work, collaboration, automation etc. Identify overlapping or low-value ones. Streamline tech stack.
Leadership & Manager Enablement
Equip leaders and managers with simple frameworks, clear expectations, playbooks for remote/hybrid/flexible work, AI augmentations etc.
Measurement & Feedback Loops
Define simple metrics (e.g. employee satisfaction, clarity of policy, efficiency, cost) to track whether simplification is working; use feedback to adjust.
Governance & Sustainability
Ensure that simplification isn’t one-off but maintained: governance bodies, periodic review, avoid creeping complexity.
Sample Engagement / Phases
Here is a possible timeline / phase structure for delivering this service:
Map current work models, policies, tools. Identify complexity / friction points. Stakeholder interviews. Deliver “complexity baseline” report.
Phase 2: Trend Prioritization & Vision (1 week)
Workshop with leadership to identify which future-of-work changes are most important; define guiding principles; select 2-3 priorities to simplify around.
Phase 3: Model Design & Policy Simplification (2-3 weeks)
Cost savings through tool rationalization, fewer support / process burdens.
Agile and adaptable: ability to adjust quickly based on feedback.
Emphasis on clarity (policies, expectations) so compliance and adoption are easier.
Risks & Challenges & How to Mitigate
Risk / Challenge
Mitigation Strategy
“Simplification” being perceived as under-investment or being cheap
Communicate that simplification is strategic; focus on impact; show how simpler models increase agility, clarity, employee satisfaction.
Over-simplification that fails to address necessary complexity or nuance
Ensure priority areas chosen carefully; retain needed controls; pilot to test; balance simplicity with compliance or regulation.
Resistance from teams / leaders used to legacy policies / many tools
Use change management; involve people in simplification; show quick wins; retire legacy tools only when good replacements exist.
Loss of functionality or flexibility in simplifying tools / policies
Ensure that simplification retains necessary flexibility; define exceptions; ensure minimal disruption; engage users in design.
Without maintenance, complexity creeps back in (“creeping feature growth”)
Embed governance, periodic reviews; assign clear ownership; build simplicity into culture and processes.
Sample Deliverables
Here are sample outputs you might deliver to clients under Neftaly Simplifying Future of Work Consulting:
What “Neftaly Simplifying Future of Work Consulting” Means
This service is about helping organizations reduce complexity as they adapt to future work trends. Instead of pursuing elaborate, multiple overlapping change programs (remote work policies + AI + flexible schedules + workspace renovation etc.), the idea is to streamline, clarify, and simplify how they design the future of work so it’s sustainable, easy to implement, and deliverable.
“Simplifying” implies:
Removing unnecessary complexity
Prioritizing essential changes
Making transitions easier for people
Using tools, processes, models that are lean, clear, easy to manage
Focusing on clarity, simplicity, usability
Why It Matters / Trends & Evidence
Some current trends and insights that support this approach:
The rise of flexible / hybrid workforce models, remote work, and employee expectations for well-being and work-life balance. Organizations need to simplify policies so they’re clear and enforceable. Consultport+2Korn Ferry+2
Increased use of AI, automation, digital tools to streamline workflows. Simplification helps organizations adopt these more easily without overwhelming people. gem-corp.tech+1
Skills gaps and training demands become more manageable when organizations focus on core skills rather than trying to do everything at once. Consultport+1
Demand for clearer, more manageable career paths (career lattices vs rigid ladder), simpler governance around remote/hybrid work etc. Korn Ferry
Core Components
Here are the modules & capabilities that “Simplifying Future of Work” consulting could include:
Component
What It Covers
Current State Simplification Audit
Map out the existing policies, tools, work models, workflows, overlapping initiatives etc. Identify redundancies, complexity, friction, areas of confusion.
Future of Work Trend / Prioritization Scan
Analyze which trends or changes will matter most for the client (AI augmentation, hybrid work, automation, flexible schedules), and which can be delayed or simplified.
Vision & Principles Setting
Establish guiding principles for the future of work that emphasize simplicity, clarity, employee experience, minimal overhead. Define what “simple” means in that organisation’s context.
Model Design – Lean Work Models
Design work models (remote/hybrid/flexible work) that are easy to understand & apply, with simple rules, minimal exceptions. Simplify tools, processes, technology stacks.
Communication & Policy Simplification
Draft policies in clear, simple language. Reduce complexity in policy documentation. Create one-page guides, FAQs. Ensure people understand what is expected.
Change Management with Minimal Friction
Plan transitions that avoid overload: phased rollouts; pilot small; feedback loops; remove or retire legacy processes; reduce cognitive load.
Tool & Technology Rationalization
Assess tools and platforms used for remote work, collaboration, automation etc. Identify overlapping or low-value ones. Streamline tech stack.
Leadership & Manager Enablement
Equip leaders and managers with simple frameworks, clear expectations, playbooks for remote/hybrid/flexible work, AI augmentations etc.
Measurement & Feedback Loops
Define simple metrics (e.g. employee satisfaction, clarity of policy, efficiency, cost) to track whether simplification is working; use feedback to adjust.
Governance & Sustainability
Ensure that simplification isn’t one-off but maintained: governance bodies, periodic review, avoid creeping complexity.
Sample Engagement / Phases
Here is a possible timeline / phase structure for delivering this service:
Map current work models, policies, tools. Identify complexity / friction points. Stakeholder interviews. Deliver “complexity baseline” report.
Phase 2: Trend Prioritization & Vision (1 week)
Workshop with leadership to identify which future-of-work changes are most important; define guiding principles; select 2-3 priorities to simplify around.
Phase 3: Model Design & Policy Simplification (2-3 weeks)
