In my last post we talked about how selecting a person for his long-term contributions to a company’s long-term strategy was most effective in nurturing personal and corporate growth.  And, as promised, I indicated I would address how you can develop a process that helps to create workforce alignment. 
 
There really are 5 ways to do this.  Identify and communicate your company’s strategy; develop and communicate a solid mission, vision and purpose; develop a benchmarked assessment profile that identifies the attributes of employees who will fit your strategy and MVP, identify training and development needs for your employees, and ensure employees have a regular opportunity to influence corporate processes and strategies.
 
Company Strategy
Let’s start with your company’s strategy – how do you define it?  How many of your employees understand it and connect personally and professionally to it? One obvious, but often overlooked step – ask them?  If they understand, ask them how they found out and ask them further how it motivates them personally and professionally each and every day.  If they don’t understand, ask them what caused them to select your company to work for in the first place, and then ask them what motivates them to perform their work on a daily basis?  Oftentimes you can collect good responses from an informal survey, asking newer as well as longer term employees these questions. 
 
Your MVP
What is your corporate mission, vision, and purpose, your MVP?  MISSION is an “internally focused statement, as viewed from the outside” … in other words, it conveys to your client who you are, what you will do for them (achieve their vision), and why they should do business with you instead of anyone else.  VISION is an “externally focused statement as viewed from the inside” and answers the question, “What will YOU (your business) achieve in the absence of all obstacles.  Begin your thinking with “I will…or we will.”  Ask your employees to participate in developing your corporate MVP.  Purpose, quite simply, is expressed as your overriding reason for existing.
 
Assessment Profile
Whenever I prepare position descriptions for companies, I have employees complete a position analysis questionnaire, and I interview them.  Why?  I want to find out from them what tasks are performed in their position.  I take it one step further to group the tasks to categories, and then identify common decision attributes for each of the task categories or groupings.  Once this is done, I prepare an assessment profile that can be administered to existing employees as well as new employees.  With existing employees you will find areas where they need assistance.  With new employees you will find areas they will need additional support.  This brings me to my next step. 
 
Training and Development
Too expensive?  Not worth the time?  You hired them, count on them to produce and deliver products and services that will drive up your performance and value.  The time and funds invested in their ongoing training and development shows you care – about them – and it shows you want them to have the tools and resources to succeed.  Find out what they need, and start providing it.
 
Ongoing Process Improvement
We know that change is our one constant.  We need to anticipate and embrace changes that are necessary to remain competitive and profitable.  The most valuable resources we have to assist in “hitting the mark” right the first time are the people who have supported us throughout.  Structure an ongoing change process that encourages employees to influence corporate strategies and work processes.  Over time you will find your employees will help drive the change more effectively and efficiently.
 
So there you have it – now, bundle these simple strategies with an effective compensation and benefits package and you can begin to unlock the intellectual potential that exists in every company – and, you will be well on your way to creating that “person/future fit” strategy. 
 
How do you think this can work in your company?  I certainly would like to know.  Drop me a comment to this post and visit me at www.RutherfordBusinessAdvisor.  In the meantime, I will look a bit further into each of these areas in upcoming posts.  So, stay tuned.   
Technorati Profile www.prlog.org/10101589-what-is-your-perspective-on-business-plans.html