Redesigning Your Operating Model for the Hamiltonian System

Redesigning Your Operating Model for the Hamiltonian System

One-Page Diagnostic Checklist

#### Operating Model Diagnostic

Company / Business Unit: _______________________________ Date: _______________

Current Operating Model Clarity

• [ ] We can clearly describe how work is designed, how decisions are made, how performance is measured, and how improvement happens in our critical workflows.
• [ ] Leadership agrees on which workflows are truly critical to productive capacity over the next 3–5 years.
• [ ] We know where the current operating model still depends on short-cycle non-sovereign labor for core work.

AI & Automation Orientation

• [ ] Current use of AI or automation is primarily framed as headcount reduction rather than capability elevation.
• [ ] We have identified opportunities where technology could remove low-value activity and expand higher-skill American roles (engineering, systems integration, maintenance, continuous improvement).
• [ ] Governance and metrics currently reward pure cost extraction more than domestic productive strength.

Redesign Readiness

• [ ] We have selected one major workflow for focused redesign this quarter.
• [ ] Success metrics for that workflow will explicitly reward capability growth and sovereign American roles.
• [ ] The redesigned operating model will be aligned with the Business Model Canvas (Module 1) and OKR system (Module 2).

Summary Notes / Priority Gaps: _______________________________________________________________ _______________________________________________________________

Discussion & Reflection Prompts

1. Where in our current operating model are we still designing work around the assumption of continuous low-skill or temporary labor?

1. If we treated AI and automation primarily as tools to elevate American roles rather than eliminate hours, which workflows would change first?

1. Which governance or performance metrics currently reward pure cost extraction more than the building of domestic productive capability?

1. How would the day-to-day work of a critical function look different if it were deliberately designed for a high-skill, long-term American workforce?

1. Where are we using technology simply to do the old work cheaper instead of redesigning the work itself?

1. How tightly is our operating model connected to the Business Model Canvas and OKR updates from Modules 1 and 2?

90-Day Action Plan Outline

This is a high-level structure only. A complete, customized 90-day execution plan is available as a paid implementation offering.

Days 1–30: Diagnose & Align

• Complete the Operating Model Diagnostic with the leadership team
• Map one critical workflow end-to-end
• Identify where the current design still depends on short-cycle non-sovereign labor or pure cost-out logic
• Select the highest-leverage redesign opportunity

Days 31–60: Redesign

• Redefine success metrics for the selected workflow so they reward capability growth and domestic productive strength
• Redesign key roles and decision rights so AI/automation elevates American work rather than simply reducing headcount
• Align the new operating model elements with the Business Model Canvas (Module 1) and OKR system (Module 2)
• Socialize the proposed changes with affected teams

Days 61–90: Execute & Embed

• Launch the redesigned workflow elements
• Establish a simple monthly review on the new capability metrics
• Capture early lessons and adjust
• Decide the next workflow to bring into alignment

Note: Full facilitation, customized role design, and ongoing Chief of Staff-style support are available on request.