STRATEGY (Leadership/ HR/ talent)
An effective leadership strategy is anchored directly into your organization’s business. It directly and succinctly explain how your leaders will build the capabilities currently and in the future to support the long and short term goals of the business.
Between technology disruptions, the unexpected effects of the pandemic and the simple fact that the leaders of yesterday can no longer depend on the skills of yesterday in a VUCA (volatile, uncertain, complex, ambiguous) world, our leader strategies need to be highly flexible and made to develop agile leaders.
At Leadership Variations we co-create leadership/HR strategies with our clients using a suite of tools to customize an approach that is directly integrated with the fabric and culture of your business.
Strategic Services and Tools include (but are not limited) to:
- Benchmarking external trends
- Internal Needs Analysis (e.g., survey, interview, other)
- Facilitation of Strategic Offsite Sessions
Competency Modeling
If objectives or goals are “what” work employees are held accountable for doing, then competencies are the standards for “how” organizations expect that work to be done. By establishing business-aligned competency models, your organization can establish measurable behavioral standards its people.
Competency models are used at the company (core) and business unit (functional) level to drive business strategy. Research shows that these models are used at high performing organizations to make decisions at every point along the HR continuum to make people decisions.
At Leadership Variations, our competency models are flexible and fully customized to your needs, inclusive (co-created with your team), and based in 25 years of experience and teaching this work to other organizations.
Some of our competency modeling services include:
- Creation of customized competency models ( core, technical, functional) aligned with your business strategy and company context and customized for the language and culture
- Build on, expand or content validate your current model
- Creation of levels of behaviors (e.g., behavioral indicators)
- Development of competency-based tools and training (ex., interview guides, performance appraisal forms, 360 tools other…)
