Foundational Theories & Frameworks
The canon every HR pro should be able to name and use — org design (Galbraith, 7S, Mintzberg), strategic HR (Ulrich, HR Value Chain), talent (9-box, succession), engagement (Q12, Kahn, JD-R), and a comparison of every major change model.
For: HR pros who want to sound credible in any room, HRBPs, future CHROs, founders learning the language
Organizational design frameworks: Galbraith Star, McKinsey 7S, Mintzberg, spans & layers, holacracy
The five org-design lenses every HR pro should know — Galbraith's Star, McKinsey 7S, Mintzberg's five configurations, spans & layers math, and holacracy vs…
Strategic HR models every HRBP should know: Ulrich, the HR Value Chain, and People Advantage
The three frameworks that define what 'strategic HR' actually means — Dave Ulrich's HRBP model and 4 roles, the Boudreau–Ramstad HR Value Chain, and BCG's…
The talent management toolkit: 9-box, talent reviews, succession depth charts, and build/buy/borrow
The four frameworks at the core of talent management — the 9-box grid (with honest critique), talent review mechanics, succession depth charts, and the…
Employee engagement theories that actually predict behavior: Q12, Kahn, JD-R, and where SDT fits
The four theories that explain why people show up engaged — Gallup's Q12, Kahn's three psychological conditions, the Job Demands-Resources model, and how…
Which change model when: Kotter vs ADKAR vs Lewin vs Bridges vs the Satir change curve
Five major change models compared on a single page — Kotter's 8 steps, ADKAR, Lewin's unfreeze-change-refreeze, Bridges' transitions, and the Satir change…
Org design with Galbraith's Star Model: the 5 levers you actually have
Most reorgs only move the boxes (structure). Jay Galbraith's Star Model says you have 5 levers and must pull them together.
Mintzberg's 5 org configurations: which one are you, and which one should you be?
Henry Mintzberg classified organisations into 5 archetypes that explain why startups feel different from corporates and why both can be 'right'.
OB foundations: Schein on culture, Edmondson on safety, Hackman on teams
Three giants of Organisational Behaviour you'll meet in every serious HR program — and rarely on HR blogs. Schein's three levels of culture, Edmondson's…
Greiner's growth model — the 6 predictable crises every scaling company hits
Larry Greiner's 1972 HBR model is the org-design equivalent of Maslow — taught everywhere, used too rarely. Each phase of growth ends in a predictable crisis…