Structuring for Success
Experiencing friction, gridlock, internal competition?
The culture and interactions within your organization can’t be left to chance! Being purposeful about how you align people to work across boundaries, share information and execute against work will accelerate your ability to meet and exceed business goals. I will work with you to ensure a purposeful approach to how your organization is structured and aligned with supportive practices and interactions.
My Structuring for Success Services
Culture Alignment
Organizational Structure Design
Talent and Succession Planning
HR Strategy & Effectiveness
Culture Alignment
Why?
Culture exists in every organization. Culture is difficult to change and in an environment where that culture that is not in alignment with your goals or priorities, culture wins every time. I will work with you to ensure you have an intentional focus and plan for the culture you need to support the success of your organization and people.
Big Picture – What do I get?
I help organizations of all sizes develop a culture roadmap that embraces change and aligns with their strategic direction. This may involve:
- Assessing the current culture
- Identifying desired cultural attributes
- Deploying organizational surveys
- Working with employees and leaders to co-create goals and approaches
- Assessing organizational policies and practices to ensure alignment
- Designing and facilitating initiatives that drive cultural transformation
Organizational Structure Design
Why?
Escape the cycle of ineffective execution and lost opportunities for competitive advantage by creating a framework that outlines how an organization's activities, roles, and responsibilities are organized and coordinated. This defines the hierarchy, reporting relationships, and communication channels within the organization. A well-designed organizational structure is crucial for achieving efficiency, clarity, and effectiveness in the workplace.
Big Picture - What do I get?
Working together, I will help to define and deliver:
- A visual representation of your operating model showing how interactions, decisions and processes flow in your ideal organization.
- Recommendations for an organizational structure that most effectively support the delivery of your strategic goals.
Talent and Succession Planning
Why?
Talent and succession planning is not the same as talent replacement. Having a plan for immediate and longer-term talent needs is critical for the ongoing success and retention of employees. The Benefits of Talent and Succession Planning include increased retention of top talent, improved performance and business continuity for transitions.
I have worked with dozens of organizations to identify, develop and prepare to assume key roles. These processes can't be left to chance and are vital for ensuring a company's long-term success and continuity by maintaining a pool of skilled and capable individuals who can step into critical positions when needed.
Big Picture – What do I get?
A structured process for identifying the skills, knowledge, and competencies required for various roles within an organization. This process includes:
- Talent Identification: Identifying high-potential employees and individuals with critical skills necessary for the organization's future success.
- Skills Gap Analysis: Assessing the existing workforce's skills and identifying areas where additional training or recruitment is needed to meet future demands.
- Career Pathing: Mapping out potential career paths and growth opportunities for employees based on their aspirations and organizational needs.
- Performance Management: Regularly evaluating employee performance and potential to identify top performers and those needing development.
- Development Programs: Implementing training and development initiatives to nurture employees' skills and prepare them for future challenges and opportunities.
Succession Planning
You want to ensure the ongoing sustainability of your organization. You will focus on identifying and developing internal candidates who have the potential to fill critical leadership positions in the organization when vacancies arise due to retirement, promotions, or other reasons. The succession planning process typically includes:
- Key Position Identification: Identifying critical roles within the organization that have a significant impact on business operations and require strong leadership.
- Talent Review: Assessing potential candidates for key positions and identifying their strengths and areas for development.
- Leadership Development: Providing targeted training and development programs to groom potential successors for leadership roles.
- Knowledge Transfer: Ensuring that key knowledge and expertise are transferred from departing leaders to their successors.
- Continual Evaluation: Continuously reviewing and updating the succession plan to align with changes in business goals, workforce dynamics, and emerging leadership needs.
HR Strategy & Effectiveness
Why?
The people practices of any organization guide the overall employee experience. I will assist you in optimizing your human resources practices to achieve strategic goals, enhance organizational performance, and foster a positive workplace culture. I offer a comprehensive and data-driven approach to assess the efficiency and impact of HR initiatives and policies.
Ultimately, my service as an HR strategy and effectiveness consultant empowers organizations to optimize their human resources practices, create a positive and engaging work environment, and position themselves for long-term success in today's competitive business landscape.
Big Picture - What do I get?
- Data collection and analysis through:
- HR Assessment interviews (stakeholder and HR)
- Data related to HR practices, employee engagement, turnover rates, talent acquisition, training, and development efforts, among others.
- Evaluation of HR process and systems effectiveness
- Benchmarking within industry and beyond
- Tailored recommendations and action plans to improve HR strategy and effectiveness. These recommendations are practical, achievable, and designed to drive meaningful change within the organization.