12. Human Capital & Organizational Design

1. Target identification — Identify key roles needed. Map competitor talent. Identify high-value targets.
2. Approach strategy — Develop discrete outreach. Use third-party recruiters. Craft compelling value proposition.
3. Due diligence — Review non-compete and NDA obligations. Assess legal risks. Evaluate cultural fit.
4. Onboarding and integration — Accelerated onboarding. Assign integration buddy. Protect against reverse knowledge transfer.
5. Knowledge extraction — Conduct structured knowledge transfer. Document competitor intelligence.

Templates: Talent Target Assessment (HR-T1), Recruitment Approach (HR-T2), Knowledge Transfer Guide (HR-T3)

1. Cultural values definition — Define: speed and decisiveness, intelligence-driven action, resilience, ethical boundaries, team cohesion.
2. Leadership alignment — Ensure leadership models desired culture. Provide training. Hold accountable.
3. Hiring for culture fit — Assess candidates for alignment. Include in hiring criteria. Onboard for integration.
4. Performance management — Include values in reviews. Reward exemplars. Address misalignment.
5. Culture reinforcement — Regular communication. Team activities. Stories of culture in action.

Templates: Values Definition (HR-T4), Culture Assessment Survey (HR-T5), Performance Review Criteria (HR-T6)

1. Structural design principles — Flat hierarchy for fast decisions. Clear decision rights. Cross-functional teams.
2. Decision architecture — Define decision types and levels. Establish frameworks. Create escalation pathways.
3. Communication protocols — Establish norms. Implement sync rhythms. Ensure information flow.
4. Role definition — Define with clear responsibilities. Establish authority. Create progression paths.
5. Performance metrics — Define team and individual metrics. Align with objectives. Link compensation.

Templates: Org Structure (HR-T7), Decision Rights Matrix (HR-T8), Role Definition (HR-T9)

The Easiest Differentiator: CARING. Caring is tangible - expressed by actions, promises, follow-through.

Client Expectations Checklist:

• Be on time (5 min early)
• Return calls/emails within hours, not days
• Do what you say you'll do
• Deliver results - this is HUGE
• Send gifts and notes of appreciation
• Email relevant articles/info even when not asked

Consultant's Dilemma: Whether to "lead and push" (expert model) or "collaborate and follow" (social helper). The doctor-patient model offers the best balance: joint diagnosis with shared expertise.

Success Factors (Appelbaum study, ranked by importance):

1. Solutions took into account client's state of readiness
2. Project included prototyping new solutions
3. Project deliverables were clear
4. Consultant partnered with project team throughout
5. Consultant was professional