Organizations, People & Performance

HumanSigma Ideation™

When an organization doesn't meet the stakeholders' needs and expectations, the cause is rarely a misguided posture, purpose, and alignment of strategy or vision.Instead, underperformance is more often the result of a misalignment of the organization's strategy and its many complexes and interacting parts.

To address such situations, The Bison Group’s "HumanSigma Ideation" platform integrates learning models to helps organizations with their HR functions and designs, based on market economics and customized to deliver against stakeholder expectations, customer needs, and the relationships among the constituencies in the organization's extended enterprise. 

Tailored to meet an organization’s particular situation (people and systems), a Refreshed Operating Model typically includes any or all of the following elements: 

  • Enterprise People Solutions – Relationship Management Platform for allocating scarce resources to align people processes to organizational goals
  • Organizational Execution (OrgEx) modeling used within change management processes in developing the learning organization and great teams
  • A team maneuvers framework that clearly identifies and motivates individuals to work, individually and together, toward strategic objectives
  • Profit-accountable business units formed around distinct value propositions
  • Supply Chain Management that delivers a combination of innovative strategies with practical know-how to help organizations design, build, and operate new system models to dramatically improve competitive advantage
  • Support services based on market models to serve internal clients responsively and competitively
  • Innovative and strategically focused leadership teams
  • Strategic-Execution that provides continuous exploration in new sources of shareholder value by delivering products and services more effectively and efficiently  
  • Alliances and partnerships – Enterprise Resource Planning with best-in-class providers to leverage scale, access expertise, and increase flexibility within people and organizational platforms
  • Linkages among organizational elements that measure, inform, and motivate them to effectively work together to execute the firm's strategy – positive organizational behavior and transformational leadership  

The Organizational Breakthrough TTI Simulation Experience 

Learn about the OrgEx DNA Instrument™, a powerful web-based instrument and simulation for executives to experiment with decisions and view the resulting impact to their organizations. The power behind the simulation lies in empirical relationships identified in 100,000 observations from over 1,000 organizations, which reliably predict outcomes that apply to their own organizational environment.   

To learn more about The Bison Group’s experience in helping organizations create Refreshed Operating Models to improve organizational effectiveness, request a copy of our "HumanSigma Ideation Series" today by email at:  

Start the evolution that begins the tactical-philosophy that wins your people and systems today!

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  • Jay Tatum

    Dear Skipper,
    Thanks for the clarification. I think I understood your direction with the initial comment, as I said, but the rest read like a pitch.
    Okay, so we have a dialogue and I agree with you that when there is a misalignment with the vision, mission, values, etc., and the stakeholders' needs and expectations are disappointed and frustrated you return to the basics. Your presentation then takes on a different perspective with the Refreshed Operating Model and the rest flows, though the language is a bit awkward for me (my issue, not yours).
    For those of us who don't speak that particular dialect of business-ees, like me, and have to translate that into a more generic dialect, I wonder whether you could apply your system to something as broad as an international religious organization? I'm not so concerned with which religion as much as I am the organizational structure, its people, and their performance. I realize it may be mixing apples and widgets, but as a way of understanding the organization, its people, and their performance, would it work? Looking at your opening comment in the post, is your system broad enough and specific enough to apply it to my question? And I guess I am fascinated with the way in which you use the term stakeholder and their needs and expectations. Who speaks for them collectively? An appointed or elected body, like a general assembly with delegates or a board of directors, like a corporation?
    For me, looking at your concept has some interesting revelations for any of us who work in organizations of any size. I appreciate those folks like Carel Two-Eagle who have obviously succeeded in a small enterprise for a long time as well as those organizations that have multi-layers of leadership and management like the US military. If you want to promote a dialogue with what your system can do, I'm up to the challenge. Thanks for clarifying your point. I look forward to the opportunity to chat.

  • Carel Two-Eagle

    Skipper, I speak 9 languages and read /write 6 of them, and the first thing the white paper's author should have done was written in simple English, rather than hierarchy-speak. This was so complex, I had difficulty following the thread of this article, and keeping my attention from wandering, and I'm sure others were in the same canoe, too.
    I have run small-but-satisfactory businesses nearly all of my life - and the central concept of all of them was KISS - Keep It Stupidly Simple. Maybe that stems from my utter lack of patience with 'smoke and mirrors'.. maybe from some other cause - but I musta done somethin' right - I've averaged only 6 men 'lost' in 20 years.. absenteeism and theft were nil. And no one has ever wondered where I stood on any subject or wondered what I 'meant' to say.
    Just because one elephant is bigger than another doesn't automatically mean the bigger elephant is more complex - or 'has' to be.
    I offer these suggestions in the most helpful way.

  • Damian D. "Skipper" Pitts

    Jay, the post is intended to promote a dialog for reasons to consider changing people and organizational outcomes when a company has lost its way - or has identified reasons to refresh its processes and systems. The white paper, in its entirety, is written to explain how The Bison Group used specific measures to accomplish the task for itself. There are several underlining questions from the text: How is the organizational business imperative for people and workforce productivity doing in its current state? What effects does the current economy have on its bottom line collective behaviors? Where are the changes needed and how does the organization plan to achieve them? You are not wrong to think that it sounds like a sales pitch. We simply could have taken a different path at stimulating the dialog we are hoping to get others to have within their own systems. Again, the post is to demonstrate how one organization used specific processes to successfully engage the series of questions to improve upon its own outcomes and processes. I hope this helps and thank you for the comment. - Skipper

  • Jay Tatum

    I don't understand. Is this post intended to promote a dialogue or promote a product line? I suppose I am just confused. It seems like shameless self promotion to me. I will own being wrong and apologize in advance. The opening paragraph seemed so promising until I moved to the next one that sounded like a shop keeper pontificating from his own front door, "To address such situations. . ."
    I guess I want to know what question was raised that this post tries to answer. Sorry, it just sounds like a sales pitch to me.