HR ARCHITECTURE DIAGNOSTIC
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Most organizations that bring us in already have a diagnosis.
Fifteen hours of structured assessment almost always produces a different one.
The symptom is visible. The source is almost always somewhere different.
The CHRO performing below altitude is rarely the origin of the problem.
The mandate was assumed and never made explicit.
The CEO relationship formed around expectations that were never stated.
The team below was structured for a function the business no longer needs.
What would it mean to know exactly where the breakdown is before you decide what to change?
$20,000
ONE FULL WEEK
TEAM STRUCTURE, MANDATE CLARITY, CEO ALIGNMENT,
BOARD POSITIONING, AND
AI READINESS.
WITH THE CEO, CHRO,
AND KEY EXECUTIVES TO SURFACE REAL CONDITIONS
AND GAPS ON THE GROUND.
CAPABILITY, FIT, AND DEVELOPMENT PRIORITIES ASSESSED AGAINST CURRENT ROLE DEMANDS.
WITH SPECIFIC, ACTIONABLE RECOMMENDATIONS PRESENTED DIRECTLY TO THE SPONSOR AND LEADERSHIP TEAM.
WHAT THE DIAGNOSTIC COVERS
MANDATE CLARITY. Whether the role as currently defined gives your CHRO a real chance to operate at the altitude the business needs.
CEO ALIGNMENT. Where the CEO's expectations and the CHRO's understanding of the role diverge — and by how much.
BOARD POSITIONING. How the CHRO is perceived at the board level and whether that positioning supports or limits their effectiveness.
TEAM STRUCTURE AND CAPABILITY. Whether the HR team is built for what the business actually needs. Each member assessed individually: capability, fit, and development priorities.
AI READINESS. Where the function stands on AI adoption, what the gaps are, and what a realistic integration roadmap looks like.
WRITTEN FINDINGS AND PRESENTATION. Specific recommendations delivered directly to the sponsor and leadership team.
THE VALUE IS
PRECISION
EVERY ORGANIZATION THAT COMPLETES THIS DIAGNOSTIC COMES OUT
WITH A DIFFERENT PICTURE THAN THE ONE THEY CAME IN WITH.
SOMETIMES THE CHRO IS MORE CAPABLE THAN THE SYSTEM HAS ALLOWED THEM TO SHOW.
SOMETIMES THE MANDATE IS SO UNDEFINED THAT NO ONE IN THAT SEAT COULD SUCCEED.
SOMETIMES THE OPPORTUNITY
LIVES IN THE TEAM BELOW
THE LEADER.
OUR STRUCTURED ASSESSMENT PRODUCES FINDINGS
SPECIFIC ENOUGH TO DRIVE DECISIONS IMMEDIATELY.
YOU MIGHT BE THINKING
"THIS WILL
CONFIRM WHAT
WE ALREADY KNOW."
The organizations that say this most confidently are the ones most surprised by the findings.
The diagnostic surfaces the gap between what the system is producing and what the people inside it believe it's producing.
Those are almost always different answers.
"WE JUST NEED TO UNDERSTAND
WHAT'S GOING ON BEFORE COMMITTING
TO A TRANSFORMATION."
That's exactly what this is for.
The diagnostic is available as a standalone engagement.
For organizations that move into a full transformation, the findings shape everything that follows — you build a solution against specific findings, not a working theory.
EVERY TALENT SHERPA COACH HAS HELD A CHRO SEAT.
THE DIAGNOSTIC FRAMEWORKS WERE BUILT INSIDE REAL ORGANIZATIONS, TESTED AGAINST REAL MANDATES,
AND REFINED OVER YEARS OF SITTING ON BOTH SIDES OF THE CEO-CHRO RELATIONSHIP.
THE FINDINGS COME FROM PRACTITIONERS WHO'VE SEEN EXACTLY HOW THE SYSTEM BREAKS DOWN,
BECAUSE THEY EXPERIENCED IT THEMSELVES.
WOULD IT BE A PROBLEM TO SPEND 30 MINUTES GETTING A READ ON WHETHER THIS IS THE RIGHT STARTING POINT?
You already sense something in the architecture needs attention.
The question is where to start.
We only take one diagnostic engagement per month.
START THAT CONVERSATION →