Formulating a People Strategy
All business problems are people problems. Whether the problem is external or internal; ultimately, people are your way through. Thus, formulating a sound, comprehensive, and human-centric people strategy in an industry of high-highs and low-lows is the most important and most overlooked aspect of strategy. Queue: data-driven, objective people strategy experts -- us, here at Lifted Talent.
We help businesses build, grow, and maintain winning, high-performance teams all through the lens of object people data. We champion inclusivity (treating others how they want to be treated), personal and professional growth, leadership and self-reflection at every level, and infusing conscious capitalism where it’s sorely needed.
Together, we'll achieve incredible results through the discpline of talent optimization to align your business strategy with your people strategy for optimal business results. Through instilling and utilizatng the principles and objectiveness of talent optimization, we will diagnose the root cause of business challenges, design a competition-crushing organization, hire top talent, assemble high-performing teams, develop leaders, and boost employee engagement and performance.
Four essential truths of talent optimization
The strategic discipline of talent optimization is grounded in four essential truths. Before you attempt to roll out talent optimization within your company, take the time to understand the following:
1. Business context frames talent optimization.
Talent optimization is informed by business strategy and it produces desired business results. In this way, business context “wraps” talent optimization. It provides essential context that will guide everything you do, from designing your organization’s structure to evaluating the abilities of your senior leadership team.
2. People data drives talent optimization.
When business leaders put people analytics front and center, they can make informed, objective decisions (and reduce unconscious bias). People data helps leaders to predict workplace behavior so they can hire the right candidates, design goal-crushing teams, cultivate an award-winning culture, and manage employees according to their unique preferences.
3. Everyone in the organization must embrace talent optimization.
As powerful as talent optimization is, it won’t be effective if it’s only used by HR or the C-Suite. It must be rolled out to and adopted by every employee across the organization. When you do grant people access to people data, you’re giving them the gift of self-awareness and a healthier workplace.
4. Talent optimization protects against the four forces of disengagement.
When people are engaged, they go above and beyond. When people are disengaged, they do the bare minimum. In this way, disengagement and productivity go hand-in-hand. We’ve pinpointed four forces that disrupt employee engagement:
Misalignment with the job: Employees lack the behavioral traits or cognitive ability needed for on-the-job success.
Misalignment with the manager: Managers lack critical skills or tools to effectively coach and develop employees.
Misalignment with the team: Teams can’t communicate or collaborate—and tension colors interactions.
Misalignment with the culture: Employees have trouble connecting with company culture—or culture is toxic.
Companies that optimize their talent always consider these four factors when making any decisions that involve people. Together, we'll make your dream green team a reality.