On this page, I want to emphaises what happens when you try to build an HR department whilst looking at HR as the most important aspect of the build.
In this example, Dave Ulrich builds the concpet from the people up to the environment. However, this is the opposite way to how CDT would approach this issue.

Within CDT, we know that environment is key. Two people can share the same environment and yet construct very different versions of themselves from each other. Think about your siblings, or your work colleagues. So from a construction perspective, it makes sense to start your HR journey with the environment as the determining factor.

The issue is, within academia that certain ideas are taken for granted and never questioned simply because they are created by the recognised guru within the field. I don't subscribe to this kind of authority effect, and prefer my students to explain to me HOW they might disagree with a theory or hypothesis, and how they could improve it. I then explain the next image to them.

Can you see the shift in the dynamic?

You can read more about this in my upcoming book: Leading Deliberately!