Presenter
David Jamieson
•A frame of reference for how HR & OD professionals can become more integrated with the business and each other •A better understanding of strategic human capital thinking •A clear case for HR’s role in driving strategic change •A more wholistic view of leading and changing organizations
Key Takeaways
- 1.Current environmental dynamics require new approaches to leadership and organizational change.
- 2.Sustainable solutions require integrating business needs, human capital thinking, and organization systems.
- 3.The human element is a critical asset in executing any modern business strategy.
- 4.Organizational design plays a foundational role in facilitating successful strategic change.
- 5.Leaders can use specific models and facilitation techniques to build strategic change capabilities.
The New Landscape of Organizational Change
Today’s leaders and consultants face a new playing field where the speed, comprehensiveness, and complexity of business challenges are constantly increasing. The phenomena driving organizational change continue to grow, demanding more sophisticated and integrated approaches to leadership and transformation.
Integrating Core Disciplines for Sustainable Success
In the 21st century, the human resource has become a critical asset in delivering any business strategy. To create sustainable solutions, organizations must develop a deep, integrated understanding of how business needs, human capital, organizational systems, and change management interconnect. This webinar, featuring Dr. David Jamieson, explores the framework for achieving this essential synthesis.
Key Pillars of Strategic Change Capability
To build a true strategic change capability, leaders must master the integration of three core domains:
- Business Understanding: A clear grasp of the organization's strategic goals, market position, and operational needs in the current environment.
- Human Capital (HC) Thinking: A strategic approach to managing talent, behavior, and culture as essential assets for executing strategy.
- Organizational Design (OD): The intentional structuring of the organization’s systems, processes, and roles to support and enable strategic objectives.
How Leaders Can Apply This Framework
Dr. Jamieson provides actionable methods for leaders to develop these integrated capabilities. The webinar will detail specific models, facilitation techniques, and change strategies to put this thinking into practice. Leaders can apply these insights by:
- Utilizing frameworks to diagnose organizational issues and design effective interventions.
- Fostering collaboration between business, HR, and OD teams to ensure alignment.
- Implementing change strategies that prioritize comprehensive planning and stakeholder adaptation.
- Continuously assessing and refining the organization's strategic change readiness.
Organizational change is a constant, requiring leaders to navigate increasing complexity and speed. This session explores how to effectively integrate business understanding, human capital thinking, and organizational design to build sustainable strategic change capabilities within any organization. It provides a framework for leaders to develop and execute strategies that address contemporary challenges.
What you'll learn
- How current environmental dynamics necessitate new approaches to leadership and change.
- Methods for integrating business strategies with human capital considerations.
- The role of organizational design in facilitating successful strategic change.
- Practical models and facilitation techniques for developing strategic change capabilities.
- Strategies for creating sustainable solutions that connect business needs with organizational behavior and systems.
Who this webinar is for
This content is for:
- HR professionals and leaders looking to enhance their strategic impact.
- Organizational development practitioners seeking to align their work with business goals.
- Executives responsible for driving organizational transformation.
- Consultants advising on change management and human capital strategy.
- Any leader striving to build a more agile and responsive organization.
Why it matters now
The landscape of business continues to evolve rapidly, marked by unprecedented complexity and constant disruption. The ability to integrate strategic business objectives with effective organizational development and human capital management is no longer a luxury but a necessity for survival and growth. As identified by Dr. Jamieson, the human element remains a critical asset in executing any chosen strategy, making the integration of these disciplines paramount for creating sustainable competitive advantages.
How leaders can apply this
Leaders can apply these insights by:
- Developing a deeper understanding of the interplay between business drivers, human capital, and organizational structure.
- Utilizing models and frameworks to diagnose organizational issues and design effective interventions.
- Fostering cross-functional collaboration between business, HR, and OD teams.
- Implementing change strategies that prioritize comprehensive stakeholder engagement and adaptation.
- Regularly assessing and refining their organization's strategic change capabilities to ensure ongoing relevance and effectiveness.
About this session
Key takeaways
Watching this webinar gives you grounded, practical perspective on HR Strategy. Expect ideas you can use in leadership conversations, not abstract theory, drawn from David Jamieson's direct experience.
Who this is for
CHROs, HR business partners, talent leaders, executive coaches, organizational development practitioners, and senior leaders who are responsible for resources inside their organization.
Why it matters now
Workforce expectations, hybrid work patterns, and AI-driven change keep raising the bar on culture and leadership. Sessions like this help leaders make smarter, more evidence-informed decisions about HR Strategy.
How to apply it
Use the ideas here to challenge a current assumption on your team, design a single concrete experiment in the next 30 days, and bring one finding back to your leadership group for discussion.
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