Let’s explore which methodologies actually work in practice
HR + EA = HA
Human Architect
All models are wrong, but some are useful
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Over the years, I have found that true talent is often unaware of its own brilliance. It must be cherished and protected. Whereas hacks, they run around shouting their delicious ideas, begging to be recognized. Blind to their own mediocrity.
Consider LLM as a trigger to reborn EA function. In a different shape only: almost anyone can apply the knowledge.
Knowledge is no longer the differentiator. Humanity is.
The architect is not the deepest expert in every domain, but the one who creates coherence between them. LLMs may now push this role even further. As knowledge becomes more commoditized, the real differentiator is how humanely we apply and connect it.
Enterprise Architecture, as structured way to make, turns Strategy into Execution. But its real impact depends on the human effort required to earn enterprise trust - only then can defined models truly become action. Intention of nonprofit: bring together models & methods that work in practice, so internal enterprise talents can become more than specialists - they can become Human Architects.
HR + EA = HA
Human Architect
In both HR and Enterprise Architecture, models provide useful simplifications for understanding complex organizational reality, while methods provide disciplined ways of acting on that reality; neither is truth, but both are valuable when applied with judgment, context-awareness, and practical intent.
HR - People & Culture
Models help HR (+EA) see
Competency models
Job architecture / career level models
Organizational design models
Performance models
Engagement / motivation / culture models
Workforce planning models
Methods help HR do
Workforce planning method
Job analysis and role design method
Recruitment and selection method
Performance review and calibration method
Succession and talent review method
Employee listening and root-cause analysis method
Change management method
Methods and Models assist HR
Create consistency
Make decisions more defensible
Reduce dependence on personalities
Improve quality of diagnosis
Help HR scale across the organization
Policies
Standards
Decision quality
Manager enablement
Governance
Enable better conversations with business leaders
Enterprise Architect - EA
Models help (HR+) EA see
Business capability model
Operating model
Process model
Information / data model
Application portfolio model
Technology reference model
Current-state / target-state / transition-state models
Capability heatmaps / maturity models
Methods help EA do
Architecture assessment method
Architecture development method
Stakeholder analysis and alignment method
Option analysis / trade-off method
Roadmapping method
Standards and review method
Repository / metamodel management method
Scenario planning / impact analysis method
Methods and Models assist EA
Make complexity discussable
Connect business and technology
Improve prioritization
Reduce local optimization (Enterprise Debt)
Provide traceability
Strengthen EA governance without relying only on authority
Models describe current and future states
Methods define how to move between them
Support change over time
Enterprise Architecture is human work. Its purpose is not only to produce models, but to create coherence: aligning business and technology, translating intent into action, and building shared understanding across competing interests.
As knowledge alone becomes commoditized, technology will increasingly monetize it for us - the real enterprise differentiator is no longer access to knowledge, but how humanely we apply it. That is why we believe the future will require a much closer partnership between People & Culture - HR and EA - Enterprise Architecture.
Topics listed above represent an initial structure for inspiration only. They remain open to refinement and will evolve by consensus with Contributors and Partners as this initiative grows.
HR🤜🏻🤛🏾EA = HA
Human Architect
Open to Contributors and Partners
A nonprofit initiative connecting people in Lithuania interested in HR and EA to share useful practices, ideas, and models in a trusted, NDA-based setting.
Contributors
Romualdas Bagdonavičius
Enterprise Architect
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Role
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HR & EA: Count
Partners
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Courses for Skills, Careers & AI
Before Contributors and Partners fully come on board and this nonprofit initiative takes shape, feel free to start learning. We believe at least one hour of the workday should be dedicated to study - without taking time away from family or sleep. Otherwise, we risk spending all eight working hours on things that may no longer be needed.
People & Culture (HR)
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Business Acumen ($€¥)
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Borrowed Capability (AI)
Enterprise Architecture (EA)
The Executive’s Guide to Enterprise Architecture. The Open Group.
The map is just step one. The real impact comes next. Discover how. Niek de Visscher.
Learn, so that we can start purposeful conversations and share best practices - after all, all models are wrong, but some are useful. What begins as individual learning can grow into shared practice, trusted dialogue, and a wider community built around useful ideas.
HR🤜🏻🤛🏾EA = HA
Worldwide
This nonprofit movement began in Lithuania, but its idea is meant to travel. Feel free to adapt it with purpose to your own country, community, or local context. What matters most is that Human Architects begin meeting in person to share useful practices, ideas, & models in a trusted, NDA-based setting.
AMERICAS
North, Central, and South America
A broad region connecting established and emerging communities across the Americas.
EMEA
Europe, the Middle East, and Africa
A diverse region with strong potential for cross-border dialogue and collaboration.
🇪🇺 🇱🇹
APAC
Asia and the Pacific
A wide and dynamic region spanning mature and fast-evolving professional communities.
GREATER CHINA
Mainland China, Hong Kong, and Taiwan
A distinct ecosystem with its own platforms, language, and market dynamics.
Contact for more country flag-link to add
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