Finally, After 5 Years, an ex-Google Executive shows you how to…
Gain 40% more “Executive Influence” and reduce administrative work by 30% in just 60 days For FREE With Our “Strategic Talent Advisor” System
You're Just 60 Days Away From Becoming the Strategic Talent Advisor Your Organization Needs, With Executive Recognition, Proper Authority, and Measurable Business Impact through Our Proven Strategic Talent Advisor Transformation System That Succeeds Where Other HR Initiatives Fail.
David Sofield
Chris brings a passion and energy with him in everything he does. I watched him take on very large projects for a college student, overcoming many challenges and he succeeded. He will take this drive into everything he does through life.
I’ll Help You Gain 40% More Executive Influence & Boost Employee Output By 400% In Just 60 days
- Without Another Certification or Increasing Employee Compensation.
There is a brutal truth that’s hidden in plain sight and most talent consultants won't tell you this but…
Every talent initiative you launch that falls flat isn't failing because of your expertise, your communication skills, or even your executive relationships...
It's failing because of a hidden psychological barrier that keeps brilliant HR leaders like you at the back end.
I've seen it hundreds of times.
Highly capable HR executives with years of strategic expertise, forced to implement decisions they had no voice in making.
Drowning in administrative tasks while their strategic decisions are ignored.
They have no power to implement anything.
They are watching helplessly as executives dismiss critical talent initiatives as "nice-to-haves" rather than business imperatives.
The most frustrating part?
You're held accountable for talent outcomes without the authority to influence the decisions that create them.
It's the "accountability-authority paradox" that's quietly destroying the careers of even the most brilliant HR leaders.
And until you address this fundamental perception gap, no amount of additional HR knowledge…
…better presentation skills…
…or improved metrics…
…will transform your position within the organization.
Chris Hagood
How The Top 12% Use This 3-Step System To Go From Ignored Implementers To Actual HR Leaders That CEOs Respect, Listen, And Consider As Partners.
The top 12% of HR leaders who successfully transition from implementers to strategic advisors don't just improve their HR capabilities.
They fundamentally reposition how leadership perceives their function within the organization.
A comprehensive two-year study of high-performing HR executives found that successful strategic repositioning follows a specific pattern
First, they translate HR initiatives into business language executives already understand.
Next, they establish clear authority domains rather than asking for permission.
Finally, they create measurement systems that connect talent metrics directly to business outcomes executives already care about.
The results are striking
Organizations with strategically positioned HR leaders show…
-
34% higher talent retention
-
28% faster execution of strategic initiatives
-
41% better alignment between talent capabilities and business objectives
-
…not because they have better HR knowledge but because they've fundamentally transformed their strategic positioning.
From The Desk Of Chris…
Six years ago,
I was exactly where you are now.
As CHRO for a mid-sized tech company, I had all the HR expertise anyone could ask for…
…advanced degrees…
…certifications…
…years of experience implementing best practices.
Yet week after week…
…I found myself executing decisions I had no part in making…
…fighting for basic resources…
…and watching strategic initiatives…
…die from executive indifference.
The breaking point came during our company's expansion.
Despite warning leadership about critical talent gaps that would derail the timeline, I was politely ignored.
Six months later, when the project fell behind by 40% due to those exact talent issues, guess who was blamed for "not preparing adequately"?
That night, I nearly quit.
But over time, I became obsessed with a single question…
Why were some HR leaders treated as
“essential strategic partners” while others… despite equal or superior expertise remain stuck and ignored daily?
I spent the next 18 months interviewing over 70 HR executives who had successfully made the transition from implementer to advisor.
What I discovered changed everything.
Not just for me, but for the hundreds of HR leaders I've worked with since.
What I discovered had nothing to do with HR skills at all.
It was about a specific framework for…
….engineering executive perceptions…
….establishing authority positioning…
…and translating HR impact into business outcomes…
What we now call the “Perception-Authority-Impact” Framework.
Within 60 days of implementing this system, I went from begging for resources to being pulled into strategic discussions before decisions were made.
My budget increased by 22%, and the CEO began introducing me as a "key strategic partner" rather than "our HR guy."
But what happened next will transform how you see your own HR leadership journey…
Here’s Why Your Decisions Are Always Ignored, It’s Not About Your Skill, It’s Just This One Thing Consultants Lie About.
You're about to learn how to transform from an overwhelmed HR implementer to a sought-after strategic talent advisor in just 60 days – even if executives currently see you as a cost center rather than a value driver.
Break the Accountability-Authority Paradox
by establishing clear decision domains that executives naturally respect, without having to constantly justify your expertise or fight for a seat at the table
Implement Authority Positioning Techniques
that establish your strategic boundaries without creating resistance, allowing you to gracefully decline administrative tasks without appearing uncooperative
Escape the Implementation Trap
by reducing administrative workload by 30% through our proprietary workflow reorganization system that creates capacity for strategic contribution without requiring additional resources
Create Measurement Systems
that directly connect talent initiatives to business outcomes, providing irrefutable evidence of your strategic contribution that even the most skeptical executives can't ignore
Master Executive Perception Engineering
using our proven three-step influence framework that transforms how leadership views your role – moving you from "last to know" to "first to consult" on key business decisions
Build a Strategic Talent Advisor Identity
that fundamentally shifts how you're perceived, eliminating the need to constantly prove your value and opening doors to greater influence, resources, and career advancement
Introducing The “Strategic Talent Advisor” System That Made Me Go From An Ignored HR To A Sought After Leader In Just 60 Days
This is the only Perception-Authority-Impact Framework on the market right now…
…that transforms undervalued HR leaders into sought-after strategic talent advisors within 60 days with measurable business impact…
…or we work for free until you achieve the transformation.
Unlike traditional HR development programs that simply add more knowledge without changing how that knowledge is perceived, our system focuses on the three dimensions that actually determine your strategic influence…
-
Authority positioning.
-
Perception engineering.
-
Business impact translation.
Through our proven 5-step methodology, you'll experience a fundamental shift in your organizational positioning…
…gaining 40% more executive requests for strategic input…
…reducing administrative workload by 30%...
…establishing direct links between HR metrics and business outcomes…
…and increasing your departmental influence by 25%...
…all within just 60 days.
What Others Are Saying About Their Transformation:
Here’s What Happens When You Actually Go From Just An Implementer To An Actual Organizational Talent Advisor.
It’s when the CEO calls you directly to discuss a strategic initiative before making any decisions.
It's when operational leaders proactively seek your input on business challenges.
It's when your recommendations are implemented without constant justification.
This transformation isn't just professionally satisfying.
It fundamentally changes how you experience your role every single day:
Feel the confidence surge
when you walk into executive meetings knowing your strategic input will be actively sought rather than politely tolerated
Experience the relief
of having your budget approved without the exhausting defense of basic resources needed to execute your talent strategy
Enjoy the professional satisfaction
of seeing your strategic recommendations implemented across the organization with full leadership support
Reclaim more hours of your week
as administrative burdens decrease by 30% through our proprietary workflow optimization system
Watch your team morale go through the roof
as they experience more organizational respect that comes from your strategic repositioning
See tangible career advancement opportunities emerge as your reputation shifts from tactical implementer to strategic advisor
WITH
WITHOUT
Without having to earn another HR certification or add more technical knowledge to your already substantial expertise.
Without creating tension or conflict
with executive leadership during your strategic repositioning or when you present your solutions.
Without working longer hours
– in fact, most participants report reclaiming 5-7 hours weekly through our administrative optimization system.
Without waiting months or years
for gradual perception shifts – our system creates measurable transformation in just 60 days
Without risking your professional reputation thanks to our Strategic Impact Guarantee that ensures measurable results
Without fighting the same battles repeatedly once our sustainable transformation systems are implemented
You'll Be Taken By The Hand And Shown Exactly What To Do, Step-By-Step, Until You Succeed, 100% GUARANTEED, But It Won’t Last Long!
Here’s why I’ve decided to provide mentoring to small groups of HR implementers and provide them with the secrets that have turned other ordinary HR implementers into leaders
It’s because I want others to enjoy the success that they quietly yearn for!
I know I can help them get there.
It’s really that simple.
I’m just being consistent with what I teach others to do.
But, due to the high-touch nature of our transformation system, we can only work with 18 to 24 HR Leaders at a single time.
Once these spots are filled, we will close down until the next quarter.
Also, Our Strategic Impact Guarantee is simple
We guarantee measurable transformation in your strategic positioning and influence within 60 days, as defined by specific metrics established at the beginning of our engagement.
If these metrics aren't achieved, we'll continue working with you at no additional cost until we reach them.
Chris Hagood
-
ISN'T THIS JUST ANOTHER HR CERTIFICATION PROGRAM?No. We don't add knowledge, we transform how your existing expertise is perceived by leadership. While certifications keep you implementing, our framework repositions your strategic value, creating a 40% increase in executive requests for your input without a single new credential.
-
HOW IS THIS DIFFERENT FROM OTHER EXECUTIVE COACHING?Executive coaching helps you adapt to existing power dynamics. We transform those dynamics. Instead of teaching you to navigate the maze better, we redesign the maze itself… repositioning your function from implementer to indispensable advisor without creating resistance.
-
WON'T THIS CREATE CONFLICT WITH MY EXECUTIVE TEAM?The opposite. Traditional approaches create resistance through confrontation or desperate justification. Our Perception-Authority-Impact Framework uses influence psychology to reshape how executives perceive your role without triggering threat responses. Clients report leadership actively seeking their input within 4-6 weeks.
-
MY ORGANIZATION IS UNIQUE - WILL THIS WORK HERE?The surface challenges vary, but the underlying perception barriers follow identical patterns across industries and company sizes. Our research spanning 70+ organizations revealed three universal mechanisms that create implementation hell regardless of context. The implementation is always customized to your specific situation.
-
CAN'T I JUST IMPLEMENT THESE PRINCIPLES MYSELF?Understanding principles and successfully implementing them are dramatically different challenges, like knowing fitness principles doesn't automatically transform your health. Without expert guidance, most HR leaders inadvertently reinforce the very perception barriers they're trying to break.
-
IS THIS A SALES PITCH? OR JUST A CONSULTATION?This isn't a sales pitch disguised as discovery. It's a comprehensive assessment of your specific perception barriers and authority positioning opportunities. You'll walk away with transformative insights that immediately shift your approach, whether or not you continue with our partnership. Many clients report the consultation pays for itself within weeks.
-
HOW CAN YOU GUARANTEE MEASURABLE RESULTS IN SUCH A SUBJECTIVE AREA?We make the subjective measurable through specific metrics established during your assessment: percentage increase in executive requests for input, reduction in administrative workload, strategic initiatives approved without justification, and inclusion in early-stage planning. Our guarantee is tied to these concrete measurements, not feelings.
-
WILL THIS WORK IF MY CEO DOESN'T BELIEVE IN HR'S STRATEGIC VALUE?Especially then. Traditional approaches require CEO buy-in first—creating a circular problem. Our framework leverages specific psychological mechanisms that create perception shifts without requiring explicit endorsement. Some of our most dramatic transformations happened where leadership was initially skeptical.
-
I DON'T HAVE TIME FOR ANOTHER PROGRAM - I'M ALREADY OVERWHELMED.That overwhelming administrative burden is exactly the symptom of the perception problem we solve. Our clients typically reclaim 5-7 hours weekly through our workflow optimization. Unlike programs that add to your plate, we transform what's on your plate—eliminating implementation tasks that consume your strategic capacity.
-
WON'T MY ORGANIZATION RESIST HAVING CONSULTANTS INVOLVED?We don't operate as visible disruptors. Our partnership model is designed for minimal organizational friction. Many successful engagements operate with our role known only to the HR leader. The transformation happens through your amplified influence, not our direct intervention—creating sustainable change that persists long after our partnership concludes.