Organizations struggle to reach new heights. They tend to always do what they’ve always done, held back by the gravitational pull of their past, their culture, their failures, their beliefs, underperforming people, and so much more.

To escape these gravitational pulls takes more than effort, it takes science. In this session, we’ll cover principles and practices from the latest in human capital management, psychology, and organizational behavior that are necessary to escape these gravitational pulls, enabling us to build remarkable organizations that do remarkable things.

We’ll identify the things that tend to hold businesses back, and how to overcome them. We’ll demonstrate how to build culture as a competitive advantage. How to attract and build a focused, engaged, high-performing workforce to generate organizational thrust. How to recognize and recover quickly from stalls. And how to architect launch events that don’t just result in failure once the initial boost is exhausted.

At a time when financial capital is cheap and readily available, but human capital isn’t, there’s an urgency to increase Employee Lifetime Value (or eLTV). But to do that, we have to understand the employee journey. We have to know what brings them in and causes them to stay. We have to know what engages them and causes them to perform.

Armed with that understanding, we can begin to architect an employee journey that reduces time TO value, increases time IN value, and increases time in role (the core elements of eLTV).

In this session you’ll learn the building blocks of employee success. You’ll learn how to diagnose disengagement, how to detect emotional distancing, and how to architect intervention opportunities with analytics and “Stay Interviews”. You’ll learn the importance of onboarding, and re-boarding. You’ll also learn how this employee journey becomes a core component of cultue, and the gravitational pull your organization has on your employees.

Suddenly so many of the initiatives you invest in today will come under scrutiny and you’ll recognize all new ways of re-inventing them to drive real organizational value. This is one of those highly-celebrated sessions that will leave you aching to go re-architect your core initiatives.

Businesses don’t create value, people do. And HR is the ultimate steward of this incredible organizational asset. But most of our time is spent focused on policies, processes, and procedures, and not around people, performance, and productivity.

It’s time to change all that.

Come learn the levers that will allow you to unleash the greatness in your employees. You’ll leave with a comprehensive overview of what drives people to perform, what triggers a performance stall, how to diagnose disengagement, and how to create organizational momentum by focusing on what matters most… people and culture.

Because this is what HR is all about… our human resources.

The media has been calling for a major disruption in HR, demanding for it to become more strategic, to solve more imminent business problems and to step up its game or be replaced. Unfortunately, and especially in SMB, many HR professionals don’t know exactly what Strategic HR actually means, or how to get started. And most are so mired in the operational that even when they catch the vision, they’re unable to fuel their necessary transformation. But the future of HR is now, and we have to solve this strategic need now.

Using the famous Business Model Canvas as a lens, we’ll introduce an all-new approach to HR that will transform the way you approach HR, buy you credibility across the organization, and earn you a seat at the strategic table.

Using the framework of the business model canvas, you’ll come away with real techniques to help you determine who HR’s customers are, how to identify their unmet needs, how to build value propositions to meet those needs, and how to build value delivery channels so those solutions actually make a difference to your organization.

You’ll learn how to market your value to those customers, how to change the perception of HR through story, how to partner with other internal departments, and measure and manage customer relationships. You’ll learn how to escape the operational handcuffs holding you back, and you’ll come away armed with economic and business context to help you see your organization in a new light, armed with a proven framework to reinvent your department, and armed with the language and ideas of a business modeling which will buy you credibility in the boardroom and with executives, that you can use to martial support for future initiatives.