Most HR leaders think they're building for the future. Most are patching the past.
A live session that scores your team across the five FutHRist mindsets and leaves you with a 90-day plan to close the gap.
The sky still looks clear. That's exactly the problem.
Every HR leader I talk to can feel something shifting. AI is changing what the function is for. The talent supply plans assume will exist often won't. The seat at the table is getting harder to keep, not easier.
Most organizations respond to that by reinforcing what already exists. Better dashboards on the same programs. A new tool bolted onto the same structure. That's the instinct, and it's the wrong one.
Athens faced the same choice before Persia returned. Themistocles couldn't prove the threat was coming back. He had no business case, just a read on where power was shifting, and he built ships anyway while everyone else wanted to spend the windfall on something familiar. When Persia came, the fleet is what saved the city.
Most HR organizations are in that moment right now. This workshop is where your team decides whether to build the fleet or wait to see what happens.
What it is
The Five Mindsets Workshop scores your team against the five capabilities that separate a FutHRist from a function still running legacy HR: the Architect, the Engineer, the Scientist, the COO, and the Coach. It's built on assessment data, not opinion, and it ends with a plan your team commits to before I leave the room.
The process has four parts:
- Pre-work: individual assessment Before the session, each leader completes the FutHRist assessment. No caveats, no context, no defending the score. Just where they actually operate today.
- The session: the moment, the forces, the mindsets Live, in the room. I walk the team through why this shift is happening now, the three forces driving it (AI as context, the missing talent supply, the shrinking seat), and what each of the five mindsets looks like when it's working and when it's missing.
- Team results: the radar and the gaps Individual scores roll up into a team radar. This is where the real conversation happens: where is the team lopsided, where is it one resignation away from losing a mindset entirely, and which low score is costing the business the most right now.
- The plan: gap to transformation The team picks its lowest two mindsets and builds a plan for each: one new behavior to start, one thing to stop to fund the attention, one owner, and one signal that proves movement at day 30, 60, and 90.
About the FutHRist mindsets workshop
Every engagement starts with the pre-work assessment, then the live session, the team results, and the 90-day plan. Team size, format, and investment depend on how many leaders are in the room and whether you want the full team-radar buildout or a lighter version for a smaller group.
FAQ
Is this the same as the FutHRist self-assessment on your site? It uses the same underlying framework, but this is a live, facilitated team session with a real team radar and a committed plan, not a self-serve tool someone completes alone. The free assessment is where an individual starts. This is where a leadership team goes further, together.
Is this a keynote? No. There's a keynote version of the FutHRist material for conferences, but this is the working session. Every leader in the room completes the assessment, and the team leaves with a plan, not just a talk.
What size team is this right for? Any leadership team willing to complete the assessment honestly before the session. The team radar gets more useful with more leaders in it, but the format scales down for smaller teams too.
What do we walk out with? A team radar showing where you're strong and where you're lopsided, a named gap the team is one resignation away from losing entirely, and a Start/Stop/Owner/Signal plan for your two lowest mindsets, with a day 30/60/90 rhythm already set.