The Process:

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I. Interviews|Intakes
 

• Conduct structured 1:1 interviews across levels (executive, management, IC) using a standardized HPA framework

• Establish confidentiality protocols and escalation boundaries (in partnership with CHRO/Legal)

• Gather baseline context: role clarity, workload, performance barriers, motivation, cross-functional friction, manager dynamics

• Identify “bright spots” (high-performing teams) and “pressure points” (risk zones) for deeper exploration

• Collect optional personal-context inputs (consent-based) impacting performance, engagement, and sustainability
   

II. Employee|Team|Company HPA Diagnostic 

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• Synthesize interviews into an org-wide diagnostic: friction themes, misalignment patterns, and performance inhibitors

• Produce heat maps of execution drag: role ambiguity, overload, leadership gaps, cross-functional bottlenecks

• Segment findings by function/level/tenure to isolate root causes (vs symptoms)

• Identify critical risks: regretted attrition, burnout concentration, culture fracture, leadership trust deficits

• Prioritize key leverage points that will produce measurable operational gains within 60–90 days
   

III. Solution Architecture

 

• Design targeted interventions by persona: employees, managers, leaders, and cross-functional teams

• Define operating mechanisms: feedback loops, communication cadence, decision-right clarity, accountability rhythms

• Create “Human Systems Enhancements” (ex: manager coaching toolkits, conflict pathways, role clarity templates)

• Align solutions to enterprise priorities: productivity, retention, execution velocity, and leadership effectiveness

• Build a phased roadmap with quick wins + structural upgrades (near-term and long-term)
   

IV. Implementation & Execution Plan

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• Launch prioritized initiatives with clear owners, timelines, and success measures (no ambiguity)

• Provide embedded coaching: managers handling challenging conversations, feedback, motivation, accountability

• Facilitate cross-functional alignment sessions to resolve bottlenecks and eliminate recurring conflict

• Deploy tools/process improvements that reduce operational friction (handoffs, priorities, escalation flow)

• Establish “early warning system” cadence to surface risks before they become escalations
   

V. Reporting & Improvement Metrics

 

• Deliver executive reporting with pattern-level insights, risks, and trend movement

• Track leading indicators: engagement lift, burnout load, manager effectiveness, team trust, collaboration quality

• Track operational outcomes: reduced escalations, improved timelines, fewer errors/rework, retention indicators

• Provide quarterly HPA health check dashboards with recommendations and next-phase opportunities

• Institutionalize continuous improvement: repeat diagnostics, refine interventions, and scale what works
  
   

Case Studies Coming Soon...