Your HR system isn’t underperforming because of poor execution. It’s underperforming because it was built on a model that no longer fits the complexity, speed, and pressure of modern organizations.

In this private 60-minute session, you’ll receive a direct diagnostic of where the Ulrich model is silently eroding trust, influence, and performance—and learn how to replace it with The HR Power Model™.

This is not a webinar. It’s a strategic conversation designed for executives ready to move beyond incremental HR reform and into structural redesign.

What You’ll Receive:

  • A private analysis of your current HR structure and where it’s failing to deliver

  • A preview of The HR Power Model™—and how it restores power and credibility to the HR function

  • Strategic clarity on what to dismantle, what to redesign, and how to lead the shift

  • A personalized roadmap to reposition HR as a source of business acceleration, not overhead

This Session Is for You If:

  • You’re a CHRO struggling to push strategy through outdated structures

  • You’re a CEO frustrated that HR isn't driving the business outcomes it should

  • You’re leading through M&A, high-growth phases, or culture risk—and you need more than tactical fixes

  • You know performance gaps are system problems—not people problems

About Jim Woods:

Jim Woods is a leadership strategist and organizational architect with over 26 years of global experience across 51 countries. As the creator of The HR Power Model™, The Trust Imperative™, and The Resilient Disruption Model™, he works directly with CEOs and CHROs to redesign the systems behind performance, culture, and leadership. His work has helped organizations across sectors move beyond compliance—and into capability.

Book Your Executive Briefing – $1,500

Most organizations wait until they’ve lost their top talent—or faced public breakdowns—before they fix what’s failing. This session gives you the strategic clarity to move before that happens.

Only ten private sessions are released each quarter.

Reserve your briefing now. The old model is collapsing. What comes next is up to you.

Executive Briefing for CHROs & CEOs

What Comes After Ulrich—And Why Waiting Will Cost You