Jason Lauritsen - Crushing talent dogma to free human potential

Booking Info

Email Donna at the See Agency


I’m on a journey to liberate talent.

This journey requires courage, especially from those joining me along the way. This exploration is highly interactive, and takes me to the heart of your organization and its people. I invite everyone to boldly engage with me as I talk about this quest and do the work to free human potential.

“Jason’s ‘Evolution of Talent’ presentation last week was great. I enjoy his perspectives as they prompt (require, actually!) those on the receiving end to think beyond the norm of our typical HR walls.”

– Sarah Ericson, HR Manager

“Jason is a dynamic speaker who engages his audience as well as anyone I have seen, while imparting his message and content so all attending understand it and can apply it.”

– John Jorgenson,
State SHRM Conference Director


Being the Best: Lessons from America’s Best Places to Work

Becoming a “Best Place to Work” is at the top of many organization’s priority lists. To attract and keep the best talent requires having an engaging culture where people want to work. But, building an awesome workplace is easier said than done. In fact, it’s hard to even know where to start.

Join Jason Lauritsen as he reveals the insights gained by hearing the voices of 2,000,000 employees at over 5,000 companies through Quantum Workplaces “Best Places to Work” programs in 2013. This dynamic session will reveal the what, why and how behind building and sustaining a “Best Place to Work” at your organization.

Learning Objectives:

  • Understand what organizations with awesome workplaces do differently than others to engage and retain their best talent
  • Discover the common practices and mindsets found within “Best Places to Work” and what they tell us about how to create the most engaging workplaces
  • Gain practical advice for how to take action within your organization to implement the lessons from “Best Places to Work” in order to increase employee engagement and performance within your own organization
The Future of Talent Management

How do we ensure we have the talent we need to win?  This question tops many CEO’s priority lists.  And yet, HR continues to struggle to meet this challenge because we are trapped in antiquated talent management processes and best practices from the past.  Talent management must evolve, quickly.

The world, the workplace, and the worker keep changing.  To design effective talent strategies that fuel business growth requires a new mindset about talent.  It requires that we begin with a deeper understanding of what we do today; we investigate why we do what we do; and then using that discovery, we reshape how we will develop talent to meet the needs of our organization in the future.

To effectively align your talent strategies to achieve organizational growth, innovation and performance will require that we adapt some non-traditional models from other business fields.  This provocative exploration will challenge you to think differently about the future of talent management practice.

Learning Objectives:

  • Discover that having a robust definition of talent for your organization is a required step to linking your talent and organizations business strategies.   Participants will discuss how talent drives business results within their respective organizations.
  • Review current talent management best practices through the lens of history to discover that key talent management practices like management training programs and performance appraisals were designed for an industrial era and are in need of significant innovation to deliver strategic impact today.
  • Learn three unconventional strategies for developing talent more effectively to meet the needs of your organization.  Participants will leave equipped with the concepts and tools needed to experiment with these new approaches to discover with approach is right for their organization.
HR as Social Architect: Maximizing the New Talent Equation

It seems that everyone these days is saying that business is now “social.” The rise of social media and other technology has changed how we do business. These same technologies are changing the very nature of work and how the workplace must be designed. The truth is, business has always been social, and so has work. Technology has simply unleashed the power of social in new and powerful ways.

This evolution has revealed that our traditional models for cultivating talent are insufficient. The new equation for talent isn’t just about building human capital (the knowledge, skills and abilities). It must also include social capital (the value that exists within relationships) if you are to unlock your organization’s true capability for innovation and performance. This thought provoking and actionable session will reveal to you the new talent equation and how the next evolution for Human Resources is to become the social architect of the organization.

Learning Objectives:

  • Explore how the evolution of the organization and the rise of social technology has fundamentally changed how value is created within the organization. Uncover how this shift now requires an expanded definition of talent that considers the power of personal relationships and networks as an amplifier of impact.
  • Discover how cultivating connection as a means to build social capital is an under-utilized but powerful strategy for gaining competitive advantage
  • Learn six powerful strategies with twelve specific tactics for creating a work environment that fosters connection and grows social capital as means to fuel innovation, engagement and performance across the organization.
Hacking HR: Big Change Starts with Thinking Small

Driving innovation in HR can feel overwhelming. Just the idea of innovation is intimidating—as if the big breakthrough is somehow always just beyond our reach. This is fueled by some common misunderstandings about how innovation works. The truth: innovation isn’t about big changes. And it doesn’t even require a big budget, a big title, or any permission. The changes that matter don’t happen overnight, they are the result of a lot of small, meaningful changes over time. Computer programmers and hackers have known this for years and we’ve reaped the technological rewards.

Applying insights from the computer hacking culture, Jason Lauritsen and Joe Gerstandt will teach you a simple but incredibly powerful process for hacking your work in HR. This process will help you and your team to innovate and make progress in your work, one small change at a time. Regardless of your title or experience, you can make big things happen through a series of smart, small changes (hacks).

Workplace Application: Drive improvement and innovation within your work in HR by applying a powerful and simple process derived from hacking.

Learning Objectives:

  • Participants will gain a deeper understanding for how change and innovation occurs.
  • Participants will learn to use a simple process derived from computer hacking to drive change and progress in their work in HR, regardless of their level or expertise.
  • Participants will practice hacking an actual aspect of their work (for example: team meetings, performance appraisals, preparing reports, etc.) and will leave with actionable ideas that can be implemented immediately.
Power & Politics in the Organization: Understanding the Game

This session will explore the role that power and politics play in organizational decision making. As human resources leaders, understanding these dimensions can mean the difference between effectiveness and irrelevance.

We will explore these questions:

  • Where does power come from?
  • Why should I want more power and how do I get it?
  • How does politics affect the role of HR?

Attendees will gain practical skills and approaches for how to grow their influence with the organization to become more effective leaders and agents of change.

Jason Lauritsen