How can you forecast future strategic demands more effectively?
Successful alignment of business objectives, talent strategy, and your change management system is important for improving how your organization forecasts and manages future demands. However, 75% of representatives from over 350 organizations report that they do not effectively align these areas.
23% of HR professionals cite that the reason for not aligning business objectives, talent strategy and change management is that they treat these systems as independent areas of the business, while 52% of HR professionals indicate that they do not use a collaborative enough approach to manage business objectives, talent strategy, and change management.
Fortunately, there are ways to be more collaborative to enhance how you forecast for future demands. The following tips provide a couple of areas to get you thinking about…
- View business objectives and talent strategy from the “outside in.” Identify concerns, criticisms, and strengths of products and services from key stakeholders to implement strategy accordingly and create awareness, desire, and knowledge regarding the need for change to help execute change when the time comes. For example, if customer satisfaction is low then do you need to focus your talent strategy on bringing in more or different customer service reps? How will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
- Start a dialogue with employees, line managers, supervisors, and other relevant voices from the field. Discuss what products, skills, abilities, or other factors they see relevant to future demands to ensure your strategies align with the forecasted demands to help plan for and manage change over time. For example, if your line managers indicate you don’t have enough of the right skills to efficiently produce your products then should you focus on training and development? Again, ask yourself, how will this go over with key stakeholders? How can you create awareness of the issue, desire for the change, and knowledge regarding why the change needs to take place and, over time, how will you successfully implement and reinforce the change?
Ultimately, there are countless ways to improve the alignment of your organization’s business objectives, talent strategy, and change management processes, but to create the foundation of a truly powerful organization you want to make sure you understand how business objectives influence talent strategy and change management processes to forecast for future demands. Remain aware of how change in one system impacts the others to ensure you create a collaborative approach – the systems are clearly not independent.