What we believe in, what we do, how we interact with Founders and CEOs: - Convergence of Digital Disruption, Design Thinking and Applied Neuroscience - Culture and Leadership Capabilities - Design, Adopt, Integrate - PeopleForward

1. PeopleStrategyPractice
IdeasGenerators,LLC
www.ideasgenerators.com
peopleforward.blog
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2. Our
Approach
to People
Strategy
In a world where transformation is the name of the
game, Companies’ capability to anticipate and harness
change in order to convert potential threats in impactful
opportunities is critical.
Organizational Culture is the deal maker or breaker to
successfully accomplish Companies’ goals.
We design People Solutions that positively impact in
Organization’s capability toTransform, thus to realize
the overall Strategy.
We believe in People as a path Forward!

3. Our
Approach
to People
Strategy
We Partner with
Owners, CEOs and the ExecutiveTeam
To:
Build Scenarios,
Shape Business Strategy ,
AdoptAgile,
Accelerate Leadership Capabilities Development,
Design an Integrated People Strategy,
Align all of the Above,
Communicate in a Meaningful Way.

4. Design,
Integrate,
Adopt.
We purposely provide theTopTeam
a space to design, integrate and adopt:
Leadership Capabilities,
NewTechnology,
Talent Succession,
EmployeeValue Proposition,
Employee Engagement,
Wellness,
Learning Platforms,
Communication Roadmap.

5. Our portfolio
of consulting,
coaching and
capabilities
development
 Business Strategy:
 From Ideation to Prototyping to Iteration
 Executive Team Build- Up:
 Individual Executive Coaching: Skin and Mind on the Game, Modeling from the
Top
 Team-Building: the Path to Connectivity and Radical Collaboration
 People Solutions:
 Leadership Capabilities: how to Lead this Company to success in a digitally
disrupted world
 EmployeeValue Proposition: how to Brand toAttract and Engage KeyTalent as
Ambassadors
 Talent Succession: how we ensure Business Continuity in Critical Roles, how we
Pay and Promote
 Learning: how to Capture and Distribute Core Business Competencies
 Agile Adoption:
 Evaluation of Company’s readiness
 Organizational Design around Client Journeys
 Merger, Acquisitions, Divestitures:
 M&A: Culture Fit
 M&A, Divestitures: Talent Roadmap
 Divestitures: Employee Engagement
 Digital HR:
 Employee Journeys

6. People
Forward
Program
We typically liaise with CEO, CXO and CHRO to design (Stage 1), communicate
(Stage 2), execute (Stage 3) and calibrate (Stage 4) aTransformation process
that involve all stakeholders:
 Strategy Meeting with Key Stakeholders:
 Environment andTrends: Economy, science, technology; Competitive; Landscape Customer Experience
and Customer Journeys
 Organization Readiness to embrace Transformation: Branding; ExecutiveTeam; Structure & Decision
Making;Technology,Talent
 People Strategy Design:
 Purpose as differentiator
 Culture as a Product
 Forward Leadership
 Employee Experience and Employee Journeys
 Talent, Career and Learning
 Digital HR:
 Employee Experience and Employee Journeys
 Communication Roadmap
 Calibration, reframing, lessons learned
 Coaching to Leaders along the process
 Strategic workshop facilitation (DesignThinking, SCRUM, Mindfulness)
 Assessment of Culture Fit in Acquisition and Mergers Processes
R
Communicate
Execute
Calibrate
Iterate
Design
Learning

7. Ideas Generators is a boutique consultant firm, specialized in
Branding.
“Branding is intrinsically linked to Reputation and who are the
carriers, sustainers, amplifiers (or not) of Branding and Reputation
for a Company other than the People that are part of that
organization?” (founder Eduardo D. Rubin).
“We believe in Employees as BrandAmbassadors, extending the
focus to People Practice sounded natural and organic.Culture is the
deal maker/breaker for a Company embracingTransformation, and
who can abstain from this dynamic?Thus, thinking, designing and
generating impact through Culture is today’s imperative for
Company Owners, CEOs and the ExecutiveTeam” (Helena M.
Herrero Lamuedra).
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8. Helena Herrero Lamuedra leads Ideas Generators People Strategy Practice.
She is an international HR Executive with extensive and intense experience
partnering with Senior Leaders to achieve extraordinary results by transforming
themselves and their organizations.
Helena had coachedTop Executives in complex business and career transitions,
oversaw HumanCapital Strategy for different businesses in alignment with
overall strategy and specific culture and financial metrics and was a catalyst in
organization design and transformation related to mergers & acquisitions and
business transformation in response to market opportunities.
She has a track record supporting businesses to develop sustainable and
impactful HumanCapital Strategies integrating LeadershipCapabilities,
EmployeeValue Proposition,Talent Management and Succession, Employee
Engagement andWellness and Learning Platforms.
Helena graduated with a Psychology degree from Universidad de Belgrano in
Argentina, holds a Human Resources Certificate from Cornell University, US as
well as other industry and specific certifications - GPHR, SPHR and SCP, as well as
ExecutiveCoach and SCRUM Master, Coach andTrainer, respectively.
She is yoga and meditation practitioner and studied Mindfulness-Based Stress
Reduction.
Her professional focus is the convergence of Digital Disruption, DesignThinking
and Applied Neuroscience and its impact in Culture and Leadership Capabilities.
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