1. Organizational engineering for growth businesses
Organizational engineering for growth businesses. Using people science to win more.
Win more with science.

2. What people science has to do with business.$
A business is the conversion of human energy into economic value.
The more human energy is generated and converted into economic value, the more effective the business is. Scientific methods and derived knowledge are really useful in maximizing that conversion.

3. Using people science and organizational engineering- an analogy.
A Tale of Two Bridges
When it comes to growing a business by leveraging human capability, science and engineering matter.
Let’s use the analogy of building a bridge for us to drive our family over in a car to understand why.
PICTURE IN YOUR MIND A BRIDGE. ONE THAT YOU TRUST THE SAFETY OF YOUR FAMILY CROSSING ON. GOT IT?
Win more with science.

4. BRIDGE-MAKING SCIENCE
Here’s a good bridge. It uses science and engineering. That’s how we know it works.
BRIDGE-MAKING SCIENCE

5. Here’s a bridge that looks pretty…and it’s built on fervent hope and good intentions instead of science and engineering.
Would you drive your family over it with confidence?
Maybe not so much.
NOT SCIENCE

6. What kind of business do you run?
The analogy applies to people and business. If you build your operational and people practices on hope and intentions, you can’t expect reliable results.
I use people science and organizational engineering.
People science and organizational engineering.

7. What if I just need some tactical help with HR stuff?
You might ask this question. And you might be right.

8. A FULLSTACK HR FUNCTION for your growth business
1-24
25-99
100+
Staffing HR
Trade-Offs +
+ +
STRATEGIC
Design agile, strategy-aligned systems.
HR functional needs by business headcount.
Hire a strategist.
Get the full stack and supplement with PT & outsourced tactical expertise as needed.
Implement science-based org principles that maximize growth, profits, and engagement.
MIDDLE
Codify and disseminate cultural values and integrate across business practices.
Hire to the middle.
Sacrifice strategic capabilities. Prone to over- build inflexible systems. Worry less about over- qualification.
Build and integrate right-sized functional systems. (Recruiting, onboarding, performance feedback, compensation, etc.)
TACTICAL
Perpetually and incrementally improve foundational people practices based on evolving needs.
You may also be only partly right. It depends on where your business is in it’s growth trajectory.
I made this handy graphic that shows the levels of HR / People Ops contributions and how the need for each level changes as the business grows. The size requires more strategic capability than later stages may because it’s a time to architect and establish formalized-yet-agile practices.
Hire tactical experts.
Focus on service delivery, not always focused on right things. Lack business partner skills. Lowest cost option. Gets you by.
Coach and advise leaders on managerial practices for best results.
Operate and deliver centralized HR functions and services with quality, speed, and timeliness.

9. Service Delivery Models
Win more with science.
Fractional Chief People Officer (Retainer)
Ongoing support
Integrate into leadership team
Whole-team exec coach
As-needed Advisory (Hourly)
Solve hardest people problems quickly.
Project-based deliverables (Project Fee)
Reasonable rates and outsized results.
Recruiting support, HR vendor selection, handbook, performance feedback system, etc.
BEST
You get the most value from working with Performentor in a retainer arrangement. This can be a several month stint or ongoing.

10. Fractional Chief People Officer
Win more with science.
COACH
Hybrid between VPHR and COO.
Exec coaching resource knows ALL PLAYERS.
Business growth oriented.
Advise and lead on strategic HR initiatives.
Conflict resolution.
CEO / President
Exec 1
Exec 2
Exec 3
Chief People Officer
This is what the fractional Chief People Officer engagement involves.
Embedded coaching, business growth oriented, conflict resolution, leadership growth assessments, and strategic HR.
COACH
COACH
COACH

11. Why organizational engineering? Who needs people science?
Win more with science.
A top reason businesses fail to scale –
not having RIGHT LEADERSHIP.
Getting leadership optimized using people science is a predictor of business success.

12. It’s easy to make Moneyball Mistakes. Win more with science.
The old, traditional ways aren’t always the people science ways. Learn from Moneyball.
Win more with science.

13. What people say.
Win more with science.
“The hour or so I meet with you every 2 weeks is the most valuable out of all the 1-1s I have.” “One thing I think Alicia does very well is making people issues much more straightforward! Thanks for your invaluable help!” “Alicia is a proven leader and culture builder. She has a unique combination of being both a systems level thinker and an empathetic relationship- builder.” “I’ve seen a real change in the quality of my colleague’s thinking since he began working with you.”