Do you ever get the feeling that, no matter what amazing talent strategy you’ve implemented, the people that you really need support from just aren’t there for you?
I use the term ‘ghosting’ as getting the silent treatment, or as a lack of proactive engagement, from the people that are reliant on the success of your strategy.
Your stakeholders have all signed off on your hard work, but, somehow, they just haven’t bought into it. All the components are in place, the strategy is aligned to the corporate goals and your people strategy, yet it’s just not being brought to life though a lack of engagement and general apathy.
Have you ever considered that it’s not just about them, it’s more about you?
Here are 3 things you need to consider to re-engage your stakeholders:
Ownership
Lack of engagement from stakeholders may be a result of unclear expectations or even a perceived irrelevance to their own personal goals. The foundation of your strategy needs to be built around each stakeholder’s requirements and expectations of results. They need to feel a true ownership of the strategy and that they have partnered with you in creating it. This is not your talent strategy it’s ours; your roll is to enable the successful outcomes.
Action
There should be no room for interpretation, just action. Absolute clarity is required in what each stakeholder needs to deliver on. For them to take ownership, they need to be totally clear on what’s expected of them. Your stakeholders are a community with a common cause; encourage alignment through collaborative actions that they can all work together on.
Measurement
What gets measured, gets done! Regular communication of the measurements you’ve put in place will continue to focus on the success and challenges of implementing your strategy. Create opportunities for dialogue and actively seek input from all stakeholders on a regular basis. Demonstrate your flexibility in amending or tuning the strategy to meet their needs. Celebrate all successes, and demonstrate the positive impact your strategy is making in meeting their expectations.
When the time is right, and you’re ready to work together to transform your Talent strategy, let’s set up a 45-minute discovery call to see if my approach is right for you.
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