This Charrette is fueled by real-world friction. We’re here to help you:

• Audit the Language Gap: Identify where HR and business leaders are speaking different skills languages—creating friction.Design Simpler Pathways: Use the Four Paths framework to give frontline managers clear ways to grow their direct reports.Pressure-Test Your Strategy: Use peer exchange to ensure your approach is "ready for real work"—not stuck in HR silos.

Don't just watch—participate. Submit your toughest roadblock below, and we'll use the Strategy & Change Action Planning Worksheet to live-map a path forward for you during the session.

We'll use this practical, peer-ready framework to move from "HR program" to "business conversation."

Together, the room will examine:

• Where competency models tied to job roles are breaking down
• How to create a common "Skills Term Sheet" that aligns HR and business leaders
• Practical tactics for making reskilling the business's responsibility—not just HR's

Participants will leave with:

• A clearer view of where skills language is misaligned—and what to do about it
• The Four Paths framework for simplifying growth conversations with direct reports
• Insights from peers who are making reskilling a business conversation, not an HR program