Draft Offer Letter: The "Tour of Duty" High-Potential Program

This is not a standard HR promotion letter. It is a "Call to Adventure."

To recruit your internal "Rebels" and "Agile Thinkers,” you must frame this rotation as a prestigious, high-risk/high-reward special assignment. It should feel less like a training program and more like being selected for a special operations unit.

[Employee Name],

You are receiving this because you have hit a ceiling. Not a ceiling of competence—you are excellent at your current job. You have hit the ceiling of Specialization.

In most companies, the reward for doing a job well is doing that same job forever, just with a slightly better title. We are taking a different path.

We are building a new cadre of leadership at [Company Name]: the Generalizing Specialist. We believe the future belongs not to those who stay in their lane, but to those who can bridge Strategy, Technology, and Execution to solve complex problems.

I am inviting you to leave your current role, not for a promotion, but for a 12-month Tour of Duty.

The Mission:

We are removing you from the hierarchy to rotate you through the three engines of our value chain. You will not be "shadowing" leaders; you will be solving specific, high-value problems in each domain.

• Rotation 1: The Frontline (Months 1-3)
  • Your Goal: Radical Empathy. You will work directly in [Customer Support/Sales]. You will not manage; you will do. Your deliverable is to identify precisely where our systems fail to meet customer expectations.
• Rotation 2: The Capability Engine (Months 4-9)
  • Your Goal: Technical Literacy. You will join a Business Capability Team (not an IT team). You will leverage AI and low-code tools to fix the broken systems you found in Rotation 1. You will own the Business Capability Life Cycle for a specific asset.
• Rotation 3: The Watchtower (Months 10-12)
  • Your Goal: Strategic Context. You will work within the Office of the CEO. You will audit our portfolio using the OSSICPOET™ Governance framework and learn how we allocate capital.

The Rules of Engagement:

This is an INPERVA™ designated role. That means the rules are different:

1. No Middle Management: You report directly to [Executive Sponsor]. You have no "Shadow Police" overseeing your daily tasks.
2. License to Build: You will have unrestricted access to our AI Copilots and data. We expect you to use them to multiply your output.
3. Realize Reality: Your only mandatory report is the Truth. If you see a "Red" risk, you must flag it immediately. Hiding bad news is the only way to fail this tour.

The Outcome:

If you complete this tour, you will not return to your old job. You will be placed in a leadership role with a mandate to drive cross-functional change. You will have the "T-Shaped" skills—Deep Execution and Broad Strategy—that we require for the C-Suite of tomorrow.

The Decision:

This path is not safe. It requires you to be a novice again. It requires "High Character" and the courage to speak truth to power.

If you prefer the safety of your current silo, please decline this offer with no hard feelings.

If you are ready to build the future of this company, sign below.

Let’s get to work!

[CEO Signature]

Partner Insight: Delivery Protocol

Do not email this.

To maximize the psychological impact (The "Prestige" Factor):

1. Print it on heavy executive stationery.
2. Hand-deliver it in a scheduled 1:1 meeting with the CEO or a C-Suite Sponsor.
3. The "Opt-In": Frame it as a choice. "We are offering this to 5 people. We want you to be one of them." This triggers loss aversion and makes them feel part of an elite cohort.