To be successful today, organisations need a winning strategy, and the means to deliver it. Navigating from strategy development to execution is one of the biggest challenges for today’s CEOs, and few are successful.
The Talent Institute does not focus on business strategy formulation, nor does it focus on technology, systems or structure. Rather, we focus on the people side of strategy, which asks questions such as:
• Do we have the right people with the right capabilities in key roles to deliver our strategy successfully?• Do we have an effective top team?• What does our talent pipeline look like?• Where are we vulnerable or at risk?• What is typical of our leadership culture, and how does it impact the performance of the business?• What steps must be taken to create the organisation required to deliver the strategy?
We focus specifically on the design of talent and leadership strategies.
A talent strategy systematically closes the gap between the talent an organisation has, and the talent it requires to successfully respond to current and emerging business challenges.
The strategy must ensure that ‘the right people with the right skills, experiences and competencies are in the right roles (or ready to transition into same) at the right time’. As such, the strategy has a specific focus on succession planning, risk management and the drivers of high-performance.
While everyone knows that a well-defined business strategy is important, few give thought to the leadership strategy that is required to make it happen.
One of the first questions to ask is: Do we have the right leaders in key roles to deliver our strategy?
A leadership strategy is a map that aligns investments in leader development with the strategy, goals, and aspirations of the business. The strategy makes explicit how many leaders are needed, what kind, where they are needed, with what skills, and behaving in what fashion both individually and collectively to achieve the desired outcomes.
Aligning Leader Capability with Strategy Execution