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As leaders, we sometimes forget
that our organization's goals must be translated into actions that will achieve
those goals.
It's not enough to know where your organization is going. Once you create a worthy
vision, clear mission, and sound values, common sense says that some other vital
changes must take place. Naturally, the more profound your course correction,
the more profound the changes will be. But, in regard to human resources, a logical
sequence of steps must take place before you can progress toward your corporate
mission. The next step in that sequence, once purpose and direction have been
established, is to make sure your people have the appropriate competencies.
To get your enterprise where it needs to be, your people must have suitable
skills and knowledge. Their competencies must be tied to the needs dictated by
your new strategic direction. Simply stated, your people must have what it takes
to get you where you want to go.
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We propose seven common-sense
steps to assure any organization that its people have "the right stuff."
Step 1:
Determine competencies required in key leadership and individual contributor positions.
As you clarify or redefine the purpose of your enterprise, it's natural to
ask what work is really vital to the new direction. To do that work, what skills,
special knowledge or competencies are required? Using a process called "competency
profiling," you can determine your staffing and development needs now and
in the future. The process can establish a set of "competency criteria"
so that each key position can be matched with a suitable job candidate. It allows
you to assess current job slots to determine if they need to be enlarged, diluted,
redesigned, or eliminated. What results is a new structure with new jobs or existing
positions that have been tailored to meet the needs of your new purpose and direction. |
