Human Capital Reinvention: Creating Your Personal Agenda

By | Dave Ulrich | Speaker, Author, Professor, Thought Partner on HR, Leadership, and Organization

Would you like to know…

– How you can help your organization define and deliver results that matter to your employees, business strategy, customers, investors, and communities?

– How you can be more effective as a business leader or HR professional?

– Where to invest money and time on key human capital initiatives?

– What are the latest trends in:

• Talent: How to upgrade the competence, commitment, and experience of your employees?
• Organization: How to make sure that you have the right organization capabilities (agility, innovation, culture, efficiency, collaboration, social responsibility, and so forth)?
• Leadership: How to become a better leader and build leadership throughout your organization?
• HR: How to ensure that you have an effective HR department?

– How can you combine digital technology and analytics to make a difference?

– Where to start to have real impact?

Whew. If these are not questions you are interested in answering, move on.

For my entire career, I have worked with great colleagues to answer these questions through theory, research, and practice as reported in dozens of books, hundreds of articles, and thousands of presentations. In the last two years, Norm Smallwood, Alan Todd, and I have worked diligently to help people answer these questions with a simple, accessible, and useful tool called the Organization Guidance System (OGS). This work pivots the human capital field from benchmarking (“How am I doing?”) and best practices (“Whom can I learn from?”) to guidance (“What can I do to have impact in my setting?”).

Last week, Thinkers50 sponsored an overview of the Organization Guidance System (OGS) that laid out [1] how to define employee, business strategy, customer, investor, and community results, [2] what human capital choices in talent, leadership, organization, and HR deliver these results, and [3] what our research from over 1250 organizations has discovered to guide which human capital investments deliver which results.

Now you get to answer the above (“would you like to know”) questions for you and your organization.

As a follow-up to this OGS overview webinar, we are offering four different webinars on April 15 with Norm Smallwood, Alan Todd, and myself. These four webinars will help you discover where you and your organization should focus to better design and deliver human capital innovations.

Each webinar will report the latest findings from the OGS and the latest trends in 37 human capital initiatives as shown in the following figure.

Register at the appropriate link for the “pathway(s)” you are most interested in learning more about. Please note: the “cost of admission” to these free webinars is merely to complete the pathway survey at www.rbl.ai before the webinar. 

Webinar 1: Talent

Apr 15, 2021 2:00pm in London; 9:00am New York City

REGISTRATION LINK: https://zoom.us/webinar/register/WN_4F7fVFGoTIyiIgjmZayE_g 

In the talent pathway, we have identified ten of the most common talent initiatives that build competence, commitment, and contribution of employees. You will learn which of these ten initiatives can have the most impact on business outcomes for your company from our learning from 1250 organizations. You will also receive a summary of the latest trends for each of these ten initiatives. You can use this information to guide you to your talent priorities and to the actions to make the priority happen.

Ten Initiatives:

1. Acquiring talent
2. Managing employee performance
3. Developing employees
4. Managing employee careers and promotions
5. Communicating with employees
6. Increasing diversity, equity, and inclusion
7. Retaining the best employees
8. Managing departing employees
9. Improving and tracking employee engagement
10. Creating a positive employee experience

*****

Webinar 2: Leadership

Apr 15, 2021, 3:00pm in London; 10:00am in New York City 

REGISTRATION LINK: https://zoom.us/webinar/register/WN__XcW_rXeTEmTXU8ps4ATLg 

In the leadership pathway, we have identified six steps to creating a leadership brand. You will learn which of these six steps has the most impact on outcomes that matter for your organization based on our learning from 1250 businesses. You will also receive the latest trends on each of these six steps (e.g., what leaders should know and do in a post-pandemic world). Based on this guidance, you will then see specific actions that you could take to improve on each of the six steps. These insights will apply to individual leaders and to creating overall leadership capability in your organization.

Six Steps to Leadership Brand

1. Create a business case for leadership
2. Define what leaders should be, know, and do
3. Assess leaders
4. Develop leaders
5. Measure impact of leaders
6. Ensure the reputation of leaders

*****

Webinar 3: Organization

Apr 15, 2021, 4:00 pm in London; 11:00 am New York City 

REGISTRATION LINK: https://zoom.us/webinar/register/WN_vuIub-riS2mGnvOsBIMZ_A 

For the organization pathway, you will discover which of twelve organization capabilities (e.g., agility, strategic clarity, innovation, customer service, culture) drive business results the most. This prioritization will guide you to create the right organization capabilities given the results you want to accomplish. We will then share the latest trends for each of the twelve capabilities. You will be able to diagnose and deliver the right organization capabilities to deliver outcomes that matter to you and to your organization.

 Twelve Organization Capabilities

(what we are known for and good at doing)

1. Talent
2. Agility
3. Strategic clarity
4. Customer centricity
5. Right culture
6. Collaboration
7. Social responsibility
8. Innovation
9. Efficiency
10. Accountability
11. Information
12. Leverage technology

*****

Webinar 4: HR

Apr 15, 2021 5:00pm in London;12:00pm (noon) in New York City

REGISTRATION LINK: https://zoom.us/webinar/register/WN_vuIub-riS2mGnvOsBIMZ_A

In the HR pathway, we have identified nine dimensions of an effective HR department. You will learn which of these nine dimensions are most important to accomplishing business results. This work will enable you to engage in HR transformation by focusing on making the right HR organization choices. In addition, we will share the relevant impact of foundational (operation) HR versus strategic HR in delivering results. We will offer suggestions for each of the nine dimensions of HR effectiveness, and you will be more able to create an HR transformation.

Nine Dimensions of an Effective HR Department

1. Reputation
2. Customers
3. Purpose
4. Design
5. Capability
6. Analytics
7. Practices
8. Professionals
9. Relationships

*****

We are so delighted to partner with Thinkers50 on this incredible commitment to learning with a focus on the impact of ideas for you. With the overall Organization Guidance System as the digital and intellectual foundation, we will give those who participate not only specific feedback on how they are doing on human capital but also how they should improve to deliver results.

We will also leave time for your specific questions in each of the four webinars.

To participate in one or all four of these webinars, you merely need to complete the short (12- to 15-minute) assessment on www.rbl.ai. You will receive a free report for each of the four pathways.

 We look forward to partnering with you on April 15. 

Republished with permission and originally published at Dave Ulrich’s LinkedIn