People Capability Alignment & Development
the process of assessing and aligning people capabilities (at the individual, team / group and function levels) with process, structure and strategy.

Symptoms

• No clear plan exists to develop the next generation of leaders and experts
  
• We have almost as many job descriptions as we do employees
  
• Formal training is haphazard or flavor-of-the-month... We don't know the ROI of learning & development
  
• We have no development goals linked to strategy
  
• Hi-potential performers, with great resumes, regularly underperform
• Despite significant investment in "training", our operations haven't improved and we still keep "investing"
  
• Team performance is highly variable... most "teams" are inefficient and we spend too much (unproductive) time in meetings
  

How we help

• While others equate "capability development" to "training and development" of an organization's people, we define it as "enhancing the ability of an organization to perform and achieve it's goals".
• We begin by assessing the strategic and operational goals of the organization, and discovering opportunities to improve the performance of the organization.
  • These performance gaps may the result of any combination of talent/skill gaps, process inefficiencies, or org structure barriers (including decision-making), or due to mis-alignment of these... for example, we have the right people with the right skills; they're just organized wrong, or our process doesn't leverage their skill properly... this is often referred to as the "untapped potential" of our people
  • Process inefficiencies may be addressed in a Key Business Process Alignment / Reengineering effort;  Org structure opportunities may then be addressed in an Organizational Design / Alignment effort.
• When the performance gaps are principally driven by how individuals and teams perform, and these issues are pervasive in the organization, we engage in a People Capability Alignment & Development effort.
• Possible Individual Capability interventions:
  • Job Analysis, job family and job description development
  • Organizational Competency development & mapping
  • Development resources library creation
  • Career Path definition
  • Training vendor sourcing, selection and management;  LMS sourcing, selection & management 
• Possible Team Capability interventions:
  • Sponsor alignment (including performance measures, investment, membership & objectives)
  • Team Effectiveness workshops... content variable based on team assessment / issues
    
  • Development & rollout of team effectiveness standards (including facilitator training)

Typical outcomes

• Answers the question, "Can our people, individually and collectively, execute our strategy?"
  
• Individual Capabilities:
  • Comprehensive Job Descriptions for key roles, including Competency Mapping
  • Organizational Competency Map (at 5 levels), including a library of development resources to graduate to the next competency level
  • Clear Career / Development Pathways
• Team Capabilities:
  • More efficient teams; more effective team leaders... meetings produce real value
    
  • Clarity and alignment regarding mission, support, structure, roles, ways of working, timeline, expectations, membership and intra-team dynamics
  • Team / team leader standards across the organization