What we hear from CHRO’s.
CHROs are often the first to notice when the life-force starts to wane.
When trust begins to leak.
When top talent disengages quietly, and values turn into posters on the wall.
Many have told us:
“We’ve done everything—engagement surveys, value workshops—but something’s still not landing.”
“The life-force is eroding, but we don’t know how to hold that conversation at an executive or board level.”
“Leadership wants transformation—but can’t see how their own behaviours are blocking it.”
The CHRO’s Highest Duty
As businesses grow, they begin to accumulate invisible patterns—assumptions, beliefs, loyalties and habits—that unconsciously separate the Living elements from the Machine dimensions.
This slow uncoupling builds what we call the Great Invisible Wall.
And over time, it begins to erode the institution’s most vital capacity: its ability to renew, to endure, to create multigenerational value.
We empower CHRO’s with the language and frameworks to link their roles as guardians of the life-force, to value creation that directly impacts the 70% Zone. We help them to see, confront and dismantle the wall within. This is their highest dharma, and the essence of the practice of Institution Building.
The CHRO’s Work
The CHRO is the custodian of the organisation’s life-force. But to do this fully, they must also become its translator, speaking the language of both culture and capital.
This means:
Learning to quantify what’s often unseen, trust, vitality, belonging
Bridging HR, finance and strategy through institutional insight
Protecting the golden thread of purpose in times of transition
Holding space for leadership renewal, without becoming invisible
The CHRO’s work is to shepherd the life force, and ensure its value and contribution to the 70% Zone is seen, not just felt.
A trusted space for CHROs to engage with peers, owners, and CXOs in reframing the future of work and leadership.
Work with us.
A one-day immersive to map tensions between purpose, people, and performance—and surface invisible cultural drag.
A systemic diagnosis of the organisation’s health, cultural energy, and potential for perpetuity value.
For CHROs stepping into the role of renewal architect—equipping themselves to lead enduring transformation from the inside out.