Where StrategEQ Adds Value
The right expertise. At the right level. For the right problem.
StrategEQ does not begin with a consulting package. We begin with what the business is trying to achieve, what is getting in the way and what capability already exists internally. From there, we determine the lightest level of intervention capable of creating the required result.
01
Assessment & Diagnostic
Understand before you intervene.
A diagnostic can combine relevant data, documentation, leadership input and structured assessment to establish what is happening, why it is happening, what matters most, what needs action now, what can wait and where internal capability already exists.
Typical value: Better diagnosis. Clearer priorities. Less investment in solving the wrong problem.
02
Defined Project
Additional expertise where a specific outcome matters.
Project work is appropriate when the required outcome is reasonably clear but the company needs additional expertise or capacity to achieve it.
- organisation design
- workforce planning
- performance framework
- People foundations
- reward review
- leadership assessment
- management capability
- recruitment transformation
- People due diligence
- M&A integration
- restructure
- post-funding People planning
Typical value: Senior expertise without creating permanent overhead.
03
Strategic Advisory
Better decisions where the stakes are higher.
Strategic advisory provides founders, CEOs, boards, executives and People leaders with independent judgement and challenge on organisation design, leadership, People investment, talent, performance, risk, reward, transformation, sensitive People decisions and board-level People priorities.
The role is not to agree. It is to improve the quality of the decision.
04
Fractional CPO Leadership
C-suite People leadership at a proportionate level.
Fractional CPO support is not outsourced HR sold by the day. It is embedded senior People leadership for a company whose People agenda now has material strategic and commercial implications but where a permanent full-time CPO may not yet be necessary.
The mandate, decision rights, outcomes, availability and working rhythm should be agreed at the outset. Depending on the need, fractional leadership may include executive meetings, board input, People strategy, organisation design, performance, workforce planning, leadership alignment, risk oversight, People-team leadership and hands-on delivery of priority work.
- translating business strategy into People strategy
- executive and board advisory
- organisation design
- leadership assessment
- workforce planning
- performance
- talent
- reward
- culture
- transformation
- People risk
- People metrics
- development of the internal People team
- ownership of major People priorities
When Fractional CPO makes sense
- People decisions have become commercially significant.
- The CEO is spending too much time managing People complexity.
- The existing People team is operationally capable but needs strategic leadership.
- Several company-wide People priorities need coordinating.
- The company is preparing for funding, scale, acquisition or transformation.
- A senior People leader has left.
- Permanent C-suite recruitment would currently be disproportionate.
Fractional is not
- A fixed package of generic HR activity.
- A substitute for clear management accountability.
- Permanent dependency on an external consultant.
- A promise that every People issue can be solved in a fixed number of days.
Our approach
Diagnose
What is really happening, and why?
Align
What are we choosing?
Build
What will make the decision executable?
Embed
How does this become how the company operates?