Being your idea generator


   Actually, there’s just one more thing resulting from the HRD Business Summit that I want to write about.

This is Ulrich’s breakdown of the roles that need to be involved in transforming HR:

  • Line managers (board of directors, executive team, all managers): Owners
  • Chief HR officer: Architect
  • HR for HR: Foreman
  • Employees: Self-reliance
  • Advisors: Idea generation


I think this (‘idea generation’) is absolutely the right role that advisors (consultants) should play.  And I’ve been reflecting further on my call for more insight in HR, and also my recent post on my own role and I want to write more about how I can act as your advisor to help you generate ideas.

This is likely to turn into a bit of an advertorial I’m afraid, but there are two reasons why you should stick with me.

The first reason is that although I increasingly receive revenues from writing, training, lecturing, speaking etc, advising (consulting) is still the main part of my portfolio.  Blogging, on the other hands, generates almost nothing (although if you’re interested in sponsoring this blog, click here).

So if you like this blog, it’d be worth scanning through the rest of this post, and thinking about the opportunities for consulting on strategic HR (creating and updating HR strategies, developing the strategic capabilities of your HR team, support on strategic programmes – in talent management , organisation development etc) within your organisation, or within your network.  More consulting = more blog posts, simple as that!

The second reason, which I guess may feel more important to you, relates to the type of ideas I can generate:


Ideas on HCM and HR2.0

I have what I think are some fairly well developed ideas about HCM and HR / management 2.0 – about how organisations can develop human and social capital for competitive advantage.

And I happen to think that these are some of the best, new ideas around.

You can read about these ideas, and about case studies of organisations that are starting to put them into practice, on this blog.

But in a consulting or training environment, I can provide that much more.  And please note that this doesn’t mean that I would try to do strategic HCM to you.  It simply means that we could have a look at the aspects of HCM or HR 2.0 which could add value to your organisation, and work on the activities that would bring benefits to you.

This might be looking at your capabilities, or your management model, identifying the practices that will create human capital, developing a strategy map or measurement scorecard, training your HR team (eg in the HCI HCS programme), or a number of other things.


Ideas about other peoples’ ideas

But I can help you understand other peoples’ thinking and approaches too.

I attend and present at conferences and webcasts, I travel and talk to people from different countries, I read and write books, I read and contribute to journals and magazines, I write and read blogs, I listen to and produce podcasts, I train HR teams, and I consult on strategic HR with leading organisations around the world.  I do all this so I can give you the broader insights that I think you need.

So in my last post, for example, I provided a list of thought leaders that I’ve reviewed previously on this blog.  My understanding of these ideas means that I can bring these into the generation process too.

This is something I don’t think many idea generators will do.  If you bring in Ulrich, he’s going to do Ulrich, you know the sort of thing.  He’s not going to do Cappelli, if he thinks that’s more what you need. 

I will do this for you.


Ideas on your opportunities

But of course, all of the above is just background.  It’s what you need to do that counts.

The real value you get from me isn’t HCM, and it’s not other’s peoples’ ideas, however appropriately provided.  It’s ideas about how you could develop your agenda in a way that’s unique to you – depending upon your objectives, context etc.  Your needs.

This is what I most love working on, and I can’t do it through a blog.

So if you really want to maximise the value you get from me, call me in.  And let’s get generating.


Picture credit (Cockcroft–Walton generator): Geni


  • Consulting – Research – Speaking  – Training -  Writing
  • Strategy  -  Talent  -  Engagement  -  Change and OD
  • Contact  me to  create more  value for  your business
  • jon  [dot] ingham [at] strategic [dash] hcm [dot] com


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I graduated from Imperial College, London in 1987 and joined Andersen Consulting (now Accenture) as a systems development consultant. After ten years in IT, change and then HR consulting, I joined Ernst & Young as an HR Director, working firstly in the UK, and then, based in Moscow, covering the former USSR.More recently, I have worked as Head of HR Consulting for Penna and Director of Human Capital Consulting for Buck Consultants (the HR consultancy owned by ACS).


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