Strategy & Change Management
How do you engage people in successfully achieving your organisation's strategic goals in an ever changing business environment?
You ensure your HR strategy is at the heart of your business plan, aligned to customer oriented business systems and processes. This is fundamental to building business and driving performance.
The Gryffindor capability in managing business transformation offers practical approaches to people-focussed strategy development and deployment and other strategic HR issues including:
Step 1. Aligning business systems and processes to the customer service journey
Great leadership is all well and good but unless a business establishes where it wants to be and takes stock of its current position then clear direction cannot be provided. At Gryffindor we invest heavily with organisations, understanding this. This means analysing whether internal business systems and processes are "joined up" and are aligned to the customer service experience every customer should be expected to enjoy from your business. This is then reviewed against the employee satisfaction existing within the organisation and the people processes in place to support service delivery. Once this picture is established then investment in the most appropriate solutions can be identified.
Step 2. Developing Leadership Capability & Bringing Values to Life
Business libraries are filled with books that provide approaches to developing great strategic leaders. What they often overlook is that you are not starting from scratch; you have to work with what you've got!!!......and you still have to run a business successfully whilst this change program is going on.
There is no 'one-size-fits-all' approach to developing strategic leaders. But there are certain capabilities, attitudes and motivations that differentiate great managers from great leaders. Gryffindor is experienced in finding ways to help different individuals, in all industries and at all levels develop those qualities in themselves.
Support is vital. Sometimes the main barrier to leadership development is a lack of good strategic leaders at the next level up - people who can act as internal coaches. In this situation our experience as external mentors adds tremendous value to the development process.
Bringing a Businesses values to Life
If strategy defines what the organisation needs to achieve, values can be the means of delivering it. However, while having a set of 'organisational morals' as a framework for what the business stands for and how it, and its employees, behave, seems obvious enough, it is not always clear how to make them tangible. (Often these are written down on fancy cards and even laminated!).
'Top down' is not enough - discovering, and embedding, the behaviours and actions that help reinforce the values is the only way to breathe life into them. The power lies in working from the inside out with senior management embedding those values so that every employee can identify them as their own
Step 3. Designing reward strategies to support business growth
The Gryffindor approach takes an analytical view. It helps structure a reward mix that supports overall business objectives - sometimes starting with a clean sheet of paper but usually by discovering elements that would balance the total picture.
A reward strategy needs to motivate employees to higher levels of performance and support retention objectives. So it must be seen as the valuable tool it is - not as a stand-alone, highly-policed process.
Reward also has to reflect the needs and wants of every employee at whatever life stage they are at and also be cost effective, delivering maximum value.