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People & Culture 

Implement strategies for aligning people practices with the organization's goals

CONTENT

  • People Assessments

  • Gaps Analysis

  • Organizational Culture Analysis

  • Processes and Systems Evaluation

  • Transformational Changes Required

  • Development and Training Plans

  • Communication Strategy

  • Integration with Other Phases

Crowd of People

This four-month phase duration allows for a comprehensive assessment, strategic planning, and initial implementation of identified changes. The duration may vary based on the organization's size, complexity, and the extent of transformational changes needed. Regular monitoring and adjustments should continue throughout subsequent phases of the advisory board lifecycle.

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People Assessments:

  • Conduct surveys, interviews, and assessments to understand employee satisfaction, engagement, and perceptions.

  • Identify strengths and areas for improvement in the current workforce.

  • Use employee surveys (e.g., Culture Amp, SurveyMonkey), 360-degree feedback tools (e.g., Qualtrics, TinyPulse).

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Gaps Analysis:

  • Analyze existing skill sets and competencies against those needed to achieve strategic goals.

  • Identify gaps in skills, knowledge, and capabilities required for future success.

  • Skills gap analysis tools (e.g., Gapminder, Talentsoft).

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Organizational Culture Analysis:

  • Assess the current organizational culture, including values, beliefs, and behaviors.

  • Identify aspects of the culture that align with the organization's strategic direction and areas that require transformation.

  • Organizational culture assessment tools (e.g., Human Synergistics, Barrett Values Centre).

 

Processes and Systems Evaluation:

  • Evaluate existing HR processes and systems for effectiveness and efficiency.

  • Identify opportunities for improvement and alignment with strategic goals.

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Transformational Changes Required:

  • Based on assessments, define specific transformational changes needed in people practices, culture, and HR processes.

  • Develop a roadmap for implementing these changes.

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Development and Training Plans:

  • Create individual and team development plans to address identified gaps.

  • Design training programs to enhance skills and capabilities.

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Communication Strategy:

  • Develop a communication plan to ensure transparency and understanding of the transformational changes among employees.

  • Foster a culture of openness and collaboration.

 

Integration with Other Phases:

  • Ensure that insights from the People and Culture Transformation phase are integrated into subsequent phases of the advisory board lifecycle.

  • Align people practices with the overall strategic direction and vision.

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