What Is the LHRP Framework?
A behavioral system for organizational performance
Most organizations treat leadership, hiring, retention and performance as separate departments with separate KPIs. The LHRP Framework challenges this assumption. It treats these four areas as layers of one behavioral system, where each layer directly shapes the next.
The Four Layers
Leadership defines the behavioral blueprint. It determines how decisions are made, how communication flows, and what gets rewarded. Every signal a leader sends becomes the operating system for the team.
Hiring is the input layer. Every hire is a behavioral decision. When hiring aligns with leadership behavior, you attract people who reinforce the right patterns. When it doesn't, you import friction.
Retention is the mirror. It reflects whether the behavioral system is consistent. People stay when the system makes sense. They leave when it contradicts itself.
Performance is the output. It is not an isolated metric. It is the direct result of leadership behavior, hiring quality, and retention patterns working together — or failing together.
Why This Matters
When organizations try to fix performance without examining leadership behavior, or improve retention without rethinking hiring, they are treating symptoms. The LHRP Framework provides a diagnostic lens: trace any problem downstream to its behavioral origin upstream.
Leadership shapes hiring. Hiring shapes retention. Retention shapes performance. Fix the chain, not the symptom.
Getting Started
The first step is behavioral clarity: what does leadership actually signal through its decisions and communication? From there, you audit the chain — does hiring reinforce those signals, does retention reflect consistency, does performance track with the system’s health?
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