What value means to us at Strategic Dynamics

The exchange in value we are after is more than just a fair day's pay in return for high impact work. What we value most is the opportunity to work in a true partnership with you to achieve the biggest impact that we can. We also prefer to work with you from design to delivery - in an ongoing, if light-touch, relationship. We are always keen to learn new things and are currently prioritising projects that give us more experience in developing social capital.

Our roots

Strategic Dynamics was originally formed in 1995 and named after Ralph Stacey's 1993 book 'Strategic Management & Organisational Dynamics'.

​Our mission is to help organizational and individual clients successfully implement HR strategies in an environment of uncertainty and continual change.​

Sole social media partner for Economist's Talent Management Summit 2011, 2012, 2013, 2015, 2016, recognized by HR Magazine as the 7th Most Influential UK thinker (2013) and by HR Examiner as the #1 top global online influencer in talent management (2010) and a top 100 global influencer in HR (2010), Jon is an independent consultant, trainer, keynote speaker and analyst. He specializes in helping companies apply academic research, new technology and innovation to the way they generate competitive advantage through their people. Offering support across the full breadth of people management and organization development, he responds to the increasingly profound transformations underway in the world of work.

Here is an article published in November 2017's HRM Asia magazine in which Jon explains his latest research and thinking ahead of his debut appearance at HR Summit & Expo Asia in May 2018.

At Strategic Dynamics Consultancy Services

We....

• Specialize in developing and implementing innovative Human Capital Management (HCM) strategies that extend beyond HR's current agenda. These strategies differentiate businesses from their competitors and help public / voluntary sector organizations transform their services.
• Mix business insight with an understanding of HR best practices; creative and participative approaches to strategy development with capabilities in measurement and benchmarking; experience in managing people centred change with competencies in leadership and organisation development.
• Produce tangible and significant business outcomes by creating value in people management and development.