The war for talent is a term coined in the 90’s, when businesses were increasingly starting to focus on talent recruitment. A deliberate talent recruitment process is good but not enough for an organization to be effective. When handled improperly, it may even cause problems and frustration, as many strong wills and abilities may experience difficulty in agreeing on the way forward. A systematic process for reaching consensus on how to proceed, for agreeing on effective behaviors and for addressing underachievement is an important support for realizing long-term goals and strategies.
Most businesses are explicit about which goals the organization, a specific unit or a co-worker are working towards. They are usually clear about what is expected from different units and employees and for which tasks they are responsible.
However, it is still rather unusual that there is any clarity about how one is expected to perform these tasks, and about how to reach the objectives and results. It is more effective to have clarity about expected behaviors and let these generate results, rather than the opposite –being clear about the expected results and hoping that the employees will find a clever way of solving the tasks by themselves. It is best to be clear about behavioral goals and expected results.
Many successful organizations are clear in their way of transforming overall strategies into concrete objectives and behaviors that lead to the set goals. Strong feedback systems are created around the most business critical behaviors, in order to increase learning and effectiveness, and as a way of dealing with underachievement – it is basically about doing the right things in the right way.
READ MORE ABOUT HOW WE ARE ENABLING BUSINESS ALIGNMENT, AND CREATING CONSENSUS ABOUT EFFECTIVE BEHAVIORS WITH THE AIM OF SUPPORTING ATTAINMENT OUR CUSTOMERS GOALS AND STRATEGY:
Performance Management
Leadership Strategy
Competence Strategy