We are beginning the 4th quarter, a time when workloads increase and managers endeavor to complete projects due at the year’s end. Q4 is also a time of planning for the coming year, when upcoming strategic initiatives are vetted, confirmed and budgeted. Most HR and Talent Management executives, as a result, have more on their plate than is realistic to accomplish, and are reluctant to offload the work to their own direct reports, who are equally burdened with year-end deadlines.
Effective managers cope with this crunch time by developing a small cadre of trusted outside specialists to delegate overloads of work to in Q4 or at any other time. Over the years, these consultants learn the company and culture and are available on call to use their specialized expertise to complete initiatives, from start to finish, with limited guidance. Many are also trusted resources for designing, facilitating and documenting strategic planning efforts so that the executive’s time and bandwidth are freed to think and execute at the appropriate leadership level.
My work prepares leaders and their workforces to think strategically about their resources and to excel under conditions and in environments that are often quite different from what they have known historically. It moves through the entire employee lifecycle, from attracting and onboarding new hires, to developing and retaining them, to ensuring that career paths and succession plans are in place for the roles that matter most to organizations. The results create cost savings and stabilize companies for growth and profitability.
In support of completing 2015 project initiatives or your 2016 planning efforts, please feel free to access my whitepapers
, blog posts
, and multi-media
for useful thought leadership and insight.
Workforce Strategies for the New Economy