Where to start? Here’s what I’ve learned on where to start, and how to be successful. I call it the “T’s” and “R’s” of organizational transformation.
TARGETS – the starting point and the first “T”. Given the new economic reality, how targets are determined, agreed upon, forecasted and measured all must be rethought. That new thinking then must cascade its way down through the organization. Once defined and communicated, you then move on to the addressing the second “T.”
TOOLS - what tools are needed by the organization in order to reach the targets? In this category, I include key enablers such as process, infrastructure, systems and measurement, etc. If this is not addressed fully...it will impact how you evaluate the next “T.”
TALENT – once you have an understanding of the results you’re trying to achieve and a good idea of what tools are needed THEN you address Talent. This includes defining skill sets, competency, organizational structure, roles & responsibilities. This particular “T” also creates a subset of “R’s”.
The R’s include:
- REALLOCATE - correctly allocating resources along the work flow should address the “lumpy” effect. Depending on the approach your organization took during the downturn will determine the amount of work you’ll need to do here. For example, in companies that made headcount reductions across the board…this may not be an issue. But for others that made cuts based on a performance and/or a ranking system, it could be a big deal…e.g. one group may have remained relatively untouched based on their performance while another part of the organization was completely decimated.
- REALIGN – resources may have to be realigned based on gaps left by RIF’s. Also, changes in corporate and/or customer needs and/or priorities may also bring about a need for “realignment.” Make sure you address compensation and performance objectives (e.g. MBO’s) during this step.
- REFRESH – could also call this step “reinvigorate.” After everything your team has been through during the past 12 to 18 months, it’s time to motivate them…this is not a “one and done” event. Build a 12 month plan and be consistent.
- RECRUIT - after all is said and done you may need new talent (for example, analytics, social media, etc.) either “coach 'em up” through training (the last “T”) and/or bring in new skills sets.
TRAINING – now that the resources are aligned, it's time to ensure that everyone knows how to use the tools, execute on their responsibilities, etc. Yes, it’s time to invest in your staff...again!
