HR teams around the world face an impossible challenge: Provide stunning client service to the business while innovating the employee experience and evolving the company at large. As the first responders in any company crisis, they’re asked (and expected) to respond to the urgent while delivering on the important every day. The outsize effort spent dealing with those competing agendas? It’s not adding up to outsize value.
Despite possessing the right mindsets and skill sets to shake up its status quo once and for all, HR is still missing a key ingredient: A playbook for lasting change that works.
Drawing inspiration from trailblazing companies, deep first-hand knowledge of transformation, and dozens of interviews with HR leaders just like you, we’ve developed a maturity model to help HR level up its strategic value. If equipped with the necessary tools and practices to steward its own evolution, we think HR can unlock its biggest and boldest impact yet.
You won’t see a flashy PowerPoint from us and we won’t show up with a year-long project plan stacked with unhittable milestones. Instead, we work together in the work, building new routines to organize roles around business priorities and deliver greater value to your leadership team and employees alike. We start small, iterate, and learn sticky new practices along the way.
The first step along this journey is absorbing the concepts and practices that underpin our Future of HR maturity model in a series of introductory workshops. These experiences are designed to move the needle and help teams immediately see what’s possible.
That’s what start by starting looks like: Learning by doing.
Introduction and Learning
Team members learn why work isn’t working and a new model for the Future of HR that is People Positive and Complexity Conscious. Through an assessment debrief and facilitated activities, every member of the team, regardless of role, will understand the future vision and how they fit in.
When and How to Decentralize
A critical lever in HR becoming fit for purpose is learning how to separate work that should be centralized for consistency from work that should be decentralized for flexibility. Team members practice redesigning work in this way, learning about the new roles of HR Business Coach and Market Designer and exploring the skills they require.
Team members surface, craft, and charter the first cross-functional missions they may pursue. They practice mission refinement with a product lens, understanding user pains and gains and how to shape an MVP. At the end of the session, we dig into Levels 4, 5, and 6 of our maturity model to inspire the team with ideas they can apply immediately.
The Case for Change
Team members learn how to create the intersectional business case needed to convince stakeholders to pursue missions and effectively launch those strategic teams.