Movement 01
Align on performance gaps
Clarify the results that matter and define the distance between current and desired performance. Outputs: Gap statement · success measures · alignment note.
The HICD Forward Method
Four Movements. Seven Performance Pillars. One connected performance system.
Move from a clearly defined performance gap to a clear understanding of the system, co-designed interventions, changed work, measurable performance, and learning for adaptation.
The Four Movements guide how the work proceeds. The Seven Performance Pillars show what to examine.
The Four Movements
Progress through decisions—not activity.
Each movement produces a practical decision or output that strengthens the next, while learning keeps the work responsive to evidence.
Movement 02
See the system clearly
Review how work actually happens and identify the conditions shaping results. Outputs: Process map · cause analysis · priority constraints.Movement 03
Co-design interventions
Select actions that address root causes and can survive operating and political reality. Outputs: Intervention portfolio · roles · implementation roadmap.Movement 04
Embed learning for adaptation
Build regular review routines so teams can read signals, make decisions, and adjust action. Outputs: Learning rhythm · dashboard · course-correction log.
The Seven Performance Pillars
See the system behind performance.
HICD Forward uses seven connected lenses to help leaders and practitioners understand the conditions shaping a live performance gap. Begin with the result that must improve, focus on the pillars most likely to explain it, and use the Four Movements to turn insight into practical action.
One performance system. Seven connected ways of seeing it.
Pillar 1
Performance and Stakeholder Value
Define the result that must improve, who values it, and what meaningful improvement should create.Pillar 2
Human Architecture and Incentives
See how roles, expectations, trust, authority, and incentives shape behavior.Pillar 3
Processes and Operating Models
Understand how work actually flows and where performance is created, delayed, or lost.Pillar 4
Institutional Alignment and Political Economy
Test whether authority, interests, resources, mandates, and constraints are aligned enough for action.Pillar 5
Capability Linked to Job Tasks
Identify what people must be able to do and what enables consistent performance in real work.Pillar 6
Leadership Behavior and Learning
Examine how leaders reinforce change, remove barriers, and create space for learning.Pillar 7
Measurement, Feedback, and Course Correction
Use evidence and feedback to review progress, adjust action, and improve the next cycle of work.
A practical first step