Strategies for organizational effectiveness

Talent Acquisition and Advancement

• All selection and promotion decisions should enhance the organization; maintaining the status quo should be looked at as a step backwards.
• Job specs should focus on the challenges and objectives that the incumbent will face in the ensuing 12-18 months.
• Job skills and experience are necessary but not sufficient to ensure outstanding performance. A framework for evaluating the characteristics of outstanding performers greatly improves the odds of making good decisions.

Staffing Review and Succession Planning

• Start with a broad base of participation; potential is not always immediately obvious.
• Include guidelines for early talent identification.
• Measure managers and leaders on the same performance patterns that you want to encourage among all employees.
• Develop a wide range of talents to ensure an adequate pipeline of leadership candidates in the future.
• Use lateral moves and special assignments to develop, challenge and test high potential managers and leaders.

Change Management

The discipline of change management should become an integral part of the fabric of the organization.

• Create a clear vision and roadmap for change.
• Mobilize support and commitment through involvement and communications.
• Assess stakeholder reactions and develop plans to minimize resistance.
• Align organizational structure and support systems to make the change take root.

Enhancing Empowerment, Initiative and Innovation

Today's flatter and leaner organizations operate in a highly competitive business environment with changing demands and faster decision cycles.

• Employees must be able to make informed judgments and decisions.
• Managers and leaders must be able to resolve the paradox of empowerment: How to give up control without losing control.
• A knowledgeable work force, with a clear understanding of the business equation (how the business makes money and what factors affect profitability and success) is a key element in this environment.

Human Resource Planning

• HR professionals must be an integral part of the management team.
• The focus must be on value-added activities.
• HR plans, programs and practices must be aligned with business goals and objectives.
• The Systems Model of Organizational Effectiveness can provide an effective framework for assessing and evaluating HR strategies and plans.