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.

 

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.

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   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?”

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.

FAQs

How is this priced? Similar to coaching: fixed-fee sprints or monthly retainers, sized to cadence and scope.
What’s the cadence? Bi-weekly or monthly sessions, with async reviews in between.
Do you implement software? We’re vendor-neutral. We help you choose and adopt tools that fit your strategy.
Can you brief our board? Yes—board/ELT briefings are a common output of sprints.