You've seen it. A student who's sharp, capable, clearly has something to offer, and completely freezes when someone asks what they bring to a team or to their work.

They reach for generic language. "Strong communicator." "Critical thinker." "Team player." Not wrong, just flat. It could describe anyone. It doesn't land in interviews, and it doesn't help them once they're in a role trying to figure out how to contribute.

This is especially common with humanities majors, liberal arts students, and generalists. They don't have a technical skill to point to. They were trained to think, not to pitch. So when it's time to explain their value, they come up empty, not because they lack value, but because they lack language for it.

The usual advice doesn't help. "Just get some skills" adds to the pile without solving the underlying problem. Skills assessments assume there's already a skill to point to. Personality tests tell them who they are in general, not how they work. Resume workshops teach formatting, not self-understanding.

What's missing is more foundational. Before students can explain what they bring, they need to understand how they create value in the first place.

What North does

Cgility North is a 60-minute facilitated workshop that gives students language for how they work, before the resume, before the interview, before the stakes get high.

It's not a personality test. It's not career advice. It's not an evaluation. Students leave with a Card—a one-page reference for how they create value that they can actually use.

North doesn't compete with what you're already doing. It gives it a foundation. Skills training lands better when students know where they fit. Interview prep works better when they have something real to say. Career conversations go deeper when there's shared vocabulary to build on.

What you'll notice

Programs that run North typically see students who can actually answer "tell me about yourself" without freezing. Less panic about not having a hard skill. More confident articulation of value, not because they learned a script, but because they finally have a footing.

You'll also notice better self-selection into roles. When students understand how they work, they stop chasing jobs that look good and start choosing environments that actually fit. That means better retention, faster onboarding, and fewer early-career misfires.

And cohorts develop shared vocabulary. They can reference how they work with each other, which helps with team projects, peer feedback, and the kind of collaboration that carries into early career.

How it fits

North is flexible by design. Most programs start with a single 60-minute session: a pilot to see if it fits. Some add a second session focused on application, using the Card as a foundation to build upon for navigating real scenarios: interviewing, new roles, career building, and situations at work.

Institutional licensing is available for programs running multiple cohorts. We can also train internal facilitators if that's a better fit for how you operate.

The goal isn't to add more to your programming. It's to give what you're already doing a stronger foundation.

Next step

If you're working with humanities majors, liberal arts students, or generalists who struggle to explain what they bring—I'd welcome a conversation.

→ Email: [email protected]