Human Capital Optimization Model
A People-Centric Business Strategy
In today’s dynamic business landscape, where only 32 percent of employees are actively engaged at work, settling for mediocrity is not an option.
New Employees
As you add new team members, it is essential to clearly define expectations to execute the role and work. It’s important individuals know how their role connects to the greater organizational mission, vision, and strategy.
Existing Employees
We must take inventory of our existing employees. Are they aligned in the right role? Are your people aligned to accomplish our organization’s mission? Are they engaged in the work they’re doing everyday?
Culture
Culture is the core of an organization. It is about the human behavior that exists to help employees know what is acceptable or unacceptable, important or unimportant, and right or wrong at the organization. The deep heart of culture encompasses all learned and shared beliefs, assumptions, norms, and values. It extends to the attitudes, behavior, acceptable language, and dress of an organization’s employees and leadership. What is the essence of your culture?
Leadership
Next, the Human Capital Optimization Model focuses on leadership, because leaders model the behaviors and show the way for others in the organization. Leaders exist throughout the organization.
Strategy
Strategy provides the direction of the organization to support the vision and the mission. Through strategy, leaders determine and communicate the direction of what they are going to provide the marketplace.
Brand
Your brand is more than your image and also encompasses what you stand for. Who represents your brand? We believe your brand is represented by every employee in the organization.
Assessments & Metrics
It’s important to measure and understand the capacity of people. Selection assessments, development tools, and engagement surveys will help you see the effectiveness of the impact of your people.
What a great feeling to meet your desired outcomes of high employee engagement, high customer engagement, fulfilling your mission and creating profitability all while engaging your employees to greater levels.
Role Clarity
These are the necessary steps to onboard new employees and to ensure their engagement in the first year of work.
Role Clarity
These are the necessary steps to ensure ongoing engagement for each individual in the organization.
A strategic model designed to maximize your company’s performance, aligning your people strategy to your business strategy. Through this process, you will grow to understand your people, both individually and collectively, empowering you to amplify their natural strengths to build a thriving organization with a healthy culture.
At LSC Group, we work with you to:
- gain an understanding of your culture and business strategy
- create clarity of your organizational structure
- define roles and align your people’s strengths
- and turn these insights into sustainable, engaged growth for your organization.
Leadership Transition
While effective leaders plan well in advance as to whom may be the best candidate to succeed them or fill other key positions, most organizations are not effective at truly understanding leadership potential, the dynamics of how the new team will collaborate and the impact this all has on the culture. We can assist in helping develop a plan including transitioning talent, communication and repositioning those who are not a fit.
- Do we have the right seats in the bus?
- Do we have the right people in the seats in the bus?
- How can we transition successfully?
Do we have the right seats in the bus?
Do we have the right seats in the bus?
How can we take our top leadership and carve out the roles to create a structure that is healthy and sustainable for today and in the future? With the team, determining the roles and responsibilities aligned to skills, knowledge, talent and fit. How can we effectively work through transition and change, effectively communicate the change and clarity of structure, and ensure a healthy culture and engagement of the team?
Do we have the right people in the seats in the bus?
Do we have the right people in the seats in the bus?
By working to understand each other, we can maximize our performance and exceed in delivering outcomes. How can we maximize our performance and success cross-functionally throughout the organization? How can we create a succession with the next level and high potentials in the future? Building confidence and trust is essential. This will allow individuals to excel while increasing their productivity and outcomes to achieve the mission of your organization.
We want to ensure we are creating the talent for the future. Our goal is to partner with you by enhancing current practices. The Human Capital Optimization Model allows us to conceptually connect the people strategy to the business.
How can we transition successfully?
How can we transition successfully?
Anytime we pick and choose people there is emotion around acceptance, rejection, my role, my future and ongoing thoughts that enter in the minds of those affected. It is important to have an open, safe space where we allow people to process, discuss, support, and accept the decisions made.
Succession planning should be part of your organizational infrastructure in order for sustainable success to occur. We can help you start planning today.
Psychological Safety
Your culture depends on understanding your people: who they are, what they do well and their all-around strengths.
A successful business is built on the foundation of engaged and healthy employees. LSC will help you to measure, analyze and understand your engagement and what are the biggest key levers that will drive engagement in your organization. This will create an environment of psychological safety where individuals will be able to contribute in a more connected and innovative way using their talent to full potential.
When employees feel engaged, they are more likely to experience a sense of purpose and connection to their work. This contributes to a positive impact on an employee mental and emotional well-being. Organizations that prioritize employee engagement often see a corresponding improvement in the well-being of their workforce, creating a symbiotic relationship between engagement and overall employee health and happiness.
Change Management
Throughout the change process, it is important to provide communication, clarity, and connection.
Effective communication is essential to ensure all stakeholders understand the reasons behind change, its goals, and its expected outcomes. Clear and transparent communication fosters a sense of trust and engagement among employees mitigating resistance and uncertainty.
Articulating the vision and objectives of the change initiative creates clarity. This involves providing a clear narrative that highlights the benefits and impact on the organization, its employees, and customers. Ongoing updates, feedback mechanisms, and communication channels will help with connection and alignment preventing resistance to the change or the spread of misinformation. In summary, LSC offers a structured approach to navigate the complexities of change, ultimately enhancing sustainable transformation.