Start from the symptom
Pick what is actually happening. The name of the model is rarely the thing you remember. Wrong-model errors beat no-model errors.
Triage the request first
Skill or will? Most training requests are expectations, feedback, or incentive problems.
It really is a capability gap
Design it as development, not an event, and decide measurement before you build.
Why this exists
The reference I wanted on my own phone
I wanted an HR pocketbook. Something on my phone that could tell me, in a minute, which models might help me frame the problem in front of me.
When someone says a change has stalled, a team is underperforming, or they want training, you usually answer from experience. Sometimes that is enough. Sometimes you need another lens.
Everything I found was organized by the model’s name. That was not how I searched. I remembered fragments: the shape of an idea, a question it asked, or a situation where it might help.
So I built this library from the HR books, case studies and frameworks I had collected over the years. It began as a PowerPoint I kept for myself. Lovable allowed me to turn it into the phone reference I had wanted without first having to become a software developer.
Every established model credits its originator. Every card says when to use it and where it breaks. I often use several models together, with room for evidence, context and personal judgment.
Harsimran Kaur Kapoor, CPHR, MBA
Know when it changes.
Models get added and corrected as I use this. Leave your email and I will tell you when something meaningful changes. No newsletter, no marketing.