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Human Capital Professionals
Symstrat Human Capital Professionals (HCP) are Organizational Development, Organizational Effectiveness consultants with prior business line experience. They work to be fully integrated into the business units they support.
Symstrat HCPs are strategic business partners who focus on:
- Organizational redesign and communications planning
- Organizational change and development
- Organizational effectiveness action planning
- Total Rewards enhancement
- Talent Management
- Succession Planning
- Leadership Development
- Executive & Leadership Coaching
- Conflict resolution and dispute facilitation
The Symstrat human capital method empowers the individual by putting a premium on diversity, equity, inclusion & belonging (DEIB) when analyzing the collection of traits – all the knowledge, talents, skills, abilities, experience, intelligence, training, judgment, and wisdom possessed individually and collectively in the organization.
Talent Acquisition & Recruiting
Employee Engagement & Resource Groups
Employee Engagement & Resource Groups
The Symstrat HCP understands and supports diversity talent acquisition strategies developed by Symstrat Recruitment Partners, Predominate Black Institutions (PBI), Historic Black Colleges & Universities (HBCU), and Diversity BIPOC Recruiting Headhunters.
Employee Engagement & Resource Groups
Employee Engagement & Resource Groups
Employee Engagement & Resource Groups
The Symstrat HCP works with your business clients and stakeholders to develop Emerging Leader pathways which are communicated to Symstrat Employee Resource Groups (ERG), Recruitment Partners, and BIPOC executive coaching groups.
Analytics
Leadership & Retention
Leadership & Retention
The Symstrat HCP reviews recruitment partner metrics, then measures and check for alignment with business client stakeholder and business outcomes.
Leadership & Retention
Leadership & Retention
Leadership & Retention
The Symstrat HCP review job requisitions and classifications, interview candidates/employees and construct promotional, leadership, and retention plans.
Change Management
Symstrat change management models
Kübler-Ross, will be familiar to many as the model used to describe the experience of grief. It can be applied to many experiences of change, so understanding these stages can help you better address employees’ response to an organizational change.
- Denial–Refusal to believe is a common knee-jerk response to information a person doesn’t want to hear.
- Anger–When an unwanted change feels forced on a person, anger is natural.
- Bargaining–People may try to push for a compromise to avoid having to accept the change entirely.
- Depression–If employees are upset about the change and feel hopeless about it, they may enter a stage of depression.
- Acceptance–When people realize there’s no other option, they eventually reach the point of acceptance.
Ideally, you want to design your change approach to address these potential feelings head-on and keep employees from experiencing the worst of them.
Kotter's change management theory created a theory focused primarily on the people involved in a change process and their psychology. He divides it into eight steps:
- Create a sense of urgency to motivate people
- Build your change team with leaders and change agents of various skills and departments
- Define your strategic vision for what you want to accomplish
- Communicate with everyone involved in the change management process to get them on board and make sure they know their role
- Identify roadblocks and address anything causing friction
- Create short-term goals to break your change management plan into achievable steps
- Keep up the momentum throughout the process of implementation
- Maintain the changes after the initial project is complete
