We have previously discussed the importance of assessing the health of an organization, especially as you head into a new year, which usually brings new strategic objectives from executive management.  As discussed, in The Implementation Phase, it is important to organize the accumulated individual and team task assessments from the year-end performance review process to create an organizational snapshot.  The organizational snapshot will tell you where you are now and where you need to go.  It will form the basis for your human capital strategy alignment. 

Whether it is a start-up to growth company, or a long-lived, multi-national organization with tens of thousands of employees, organizations can easily lose sight of which Roles are truly ‘Strategic’ to their strategy and which Competencies are absolutely required to perform the Role successfully. Organizations are so focused on developing the ideas to differentiate themselves, they don’t have the time, or take the time, to make sure that the Roles, and their related Competencies, and the people performing within those Roles, are the right people…with the right skills…to do that job, based on the strategy and culture that management has set forth.

Generally, Executive Management has a company strategy for the organization they are managing…or at least we hope they do!  However, issues arise when that company strategy needs to be disseminated throughout the organization for all to understand and drive forward.