We’ve all experienced the thrill of being part of an amazing team, if only for a fleeting moment. Trust, collaboration, and that unstoppable feeling – it’s magic. So, how do you design a winning team? Is it more about raw talent or chemistry? How do you scale that design across the organization so productivity soars and your culture thrives?
For 13 years, we’ve been helping businesses determine if their leadership, teams, and culture are well suited and aligned to their business strategy.
We then leverage the best talent optimization tools to help these organizations hire the right people, manage and inspire them to achieve maximum business results as fast as possible.
In part one of the talent optimization framework, you will pinpoint the root cause of your underlying people problems. Diagnose includes measuring your people data, analyzing that data in the context of your business and prescribing remedies as needed. Although it is the first stage in the talent optimization diagnose is something that needs to happen on an ongoing basis.
Businesses that collect and analyze their people data and then make necessary adjustments proactively will enjoy a more productive and engaged workforce; instead of letting problems build up and fester, addressing them quickly shows employees they care.
Part two of the talent optimization framework is where you create and continuously evolve your people strategy. Using the insights from the diagnose stage you will determine the organizational structure that supports your business strategy, leadership team values and abilities that fit the required competencies and a company culture that will promote behaviours that align with your strategy.
When the design of an organization, its leadership, its team dynamics and its culture are approached intentionally and strategically companies have a much better chance of achieving their desired business objectives.
This is where you utilize your people data to hire top-talent and build high-performing teams. As we know, a poor hiring decision can have devastating consequences, both on the business’ bottom-line and the engagement of other employees. Throughout the hire aptitude, you will pinpoint the behavioural drives and cognitive ability candidates need to succeed, equip leaders to land top talent, anticipate new team dynamics and objectively determine candidate cultural fit.
Putting the right person in the right role contributes to others’ confidence in the organization’s overall effectiveness; top performers prefer to work with other top performers.
Step four focuses on critical employee-oriented activities from career pathing to maintaining organizational culture. Inspire includes creating new jobs and career paths, developing your leaders, building high-performing teams and reinforcing your culture.
In most organizations, employees lack the necessary people data insights to work together at their best. Using the talent optimization approach, employees are given the data and insights they need to manage themselves and their relationships with others in the organization.