Executive Advisory

Executive Advisory: Talent Strategies in the Age of Ai

Collaborative thinking partners to formulate, measure, and manage your talent strategy in the age of AI and ongoing disruption.

What we help you do

Formulate — clarity and choices

Talent & skills strategy aligned to business bets
AI at work: use-cases, principles, safeguards
Career architecture, internal mobility, capability academies

Measure — evidence you can act on

People analytics questions that matter
Skills, mobility, experience, and PX scorecards
Leading/lagging indicators and an instrumentation plan

Manage — move from slide to system

Operating model, roles, and decision rights
Change, comms, and manager enablement
30/60/90 plans with owners and checkpoints

How engagements run (coaching-style cadence, strategy focus)

Decision Sprints (4–6 weeks): intensive discovery → options → decision memo → 90-day plan
Ongoing Advisory (3/6/12 months): bi-weekly or monthly sessions, asynchronous support between meetings, light artifacts that teams use
On-call Counsel: rapid reviews of decks, vendors, metrics, and messaging

Same rhythm and transparency as coaching—but aimed at solving strategic business problems and seizing opportunities, not individual development.

Advisory Intake Questionnaire

Request Sample Deliverables

Our working method (time-boxed, vendor-neutral)

The AWARE Framework

A — Assess

Clarify context, goals, constraints, and stakeholders. Surface the current state across people, process, data, and tech.

Artifacts: decision brief, success criteria, baseline & gaps, risk/assumption log.

W — Weigh

Generate options and make tradeoffs explicit. Stress-test with scenarios and agree on principles for choosing.

Artifacts: options matrix, tradeoff map, selection principles.

A — Act

Decide and translate strategy into operations: operating model, roles & decision rights, change/comms, manager enablement, and a 30/60/90 plan.

Artifacts: one-page decision memo, roadmap with owners, enablement kit, adoption playbook.

R — Reflect

Instrument leading/lagging indicators and review results with kind candor. Learn what worked and why.

Artifacts: scorecard & dashboard spec, review cadence, learning notes.

E — Evolve

Adjust plays, scale what works, and retire what doesn’t. Refresh principles and responsibilities as the system changes.

Artifacts: iteration plan, scaled playbook, updated governance.

Why leaders like AWARE: it blends the cadence and candor of coaching with strategy-grade rigor—so you can formulate, measure, and manage talent strategy in the age of AI and ongoing disruption.

Deliverables you’ll actually use

Decision memo (one page)
Roadmap with owners and risks
Scorecard & dashboard spec
Adoption playbook (change, comms, manager tools)
Executive briefing pack

Example advisory questions we tackle

“What’s our AI & skills roadmap for the next 12 months?”
“How do we design internal mobility that leaders will use?”
“Which capability academies matter now—and how do we measure them?”
“What operating model supports fewer, faster decisions in HR/People?”
“How do we align PX (employee experience) with real business outcomes?”

Example advisory questions we tackle

“What’s our AI & skills roadmap for the next 12 months?”
“How do we design internal mobility that leaders will use?”
“Which capability academies matter now—and how do we measure them?”
“What operating model supports fewer, faster decisions in HR/People?”
“How do we align PX (employee experience) with real business outcomes?”

Outcomes leaders value

A clear, defensible strategy with visible tradeoffs
A scorecard that tells you if change is working
An adoption plan managers can run without consultants
Faster decisions, fewer meetings, more momentum

Who this is for

CEOs, CHROs/Chief People Officers, Strategy/Transformation, People Analytics, and BU leaders accountable for talent strategy and AI adoption.