Tools

In my consulting work and upcoming book, Unleashing Capacity - The Hidden Human Resources, I help organizations and HR leaders expand their capacity by viewing the entire organization through a business-centric lens. At the core of this practice is the Capacity Framework™, a tool I developed to help people assess their entire business and the role of each department (including HR) in relation to the organization as a whole.
The Capacity Framework™ has 4 dimensions:

Vision

The ability to see opportunities, to ascertain strategic advantages, new products and the best positioning of the brand.

Strategy

The way we execute the vision that we’ve set for ourselves; it’s the way we play the game of business.

Solutions

The range of business evolution: from simply producing a product or service, to creating irreplaceable solutions for customers.

Leadership Brand

The measure of talent within an organization, and their ability to develop an organizational ego that stokes a shared demand for success.

This online tool is an introduction to the Capacity Framework™, and an opportunity to look at your own organization through this lens. Once you move the sliders, notes and suggestions will appear when you place your mouse or finger over a circled dimension; these reflect the gaps you identify in your organization and the HR department.

Vision
Strategy
Solutions
Leadership
Brand
When the C-suite vision outdistances HR’s, it’s time to remodel the HR organization. The CEO must hold HR accountable for a new organizational model that doesn’t short-circuit the enterprise.
When HR’s vision outdistances the C-suite’s, HR needs to frame and lead a change agenda on behalf of the CEO. Relying on HR’s Market Intelligence and Internal Communications skills can help speed the agenda.
When the C-suite strategy outdistances HR’s, it’s time to incorporate business context into the HR plan, particularly relating to recruiting and leadership development. To aid HR to do this, C-suite management must treat HR as a division president, and share strategic priorities openly.
When HR’s delivery outpaces C-suite strategy, HR has to sell all stakeholders on the benefit of change for their part of the business. HR can jump-start the process by creating “killer apps” (such as leadership development), that resolve pain points in the organization, and gain the credibility and trust for a complete strategic conversation.
Adopting a solutions orientation pressures the entire organization to evolve products and services continuously, but especially HR. HR and the C-suite must align on the ramifications of this shift for hiring, performance measurement, compensation, training and development, and new organizational model.
When HR is more solutions-oriented than management, HR has to help break through the production mentality by advancing programs that develop a 360˚ view of the customer and the organization. Next, HR must help lead, staff and monitor the change agenda – both internally and against customer satisfaction goals.
An organization with a strong Leadership Brand isn’t just a place to work; it’s a place to excel, improve, and make an impact. The C-suite needs to bring HR into the Big Idea conversations and give HR a lead role in implementation, tracking and measurement.
When management lags HR in fostering a leadership brand, HR needs to take charge of the company’s innovation and excellence initiatives, and communicate a sense of the possible throughout the organization. Furthermore, they directly impact change as the vanguard of talent acquisition, and continue shaping performance through organizational designs and compensation strategies.
The CEO of the Business:
Vision
1
5
Strategy
1
5
Solutions
1
5
Leadership
Brand
1
5
The CEO of HR:
Vision
1
5
Strategy
1
5
Solutions
1
5
Leadership
Brand
1
5

While online exercises like this can show you a different angle, the real work is a rigorous assessment methodology combined with working with HR and business leaders on how to create, measure and achieve common goals through new approaches and data sources. To learn more about applying the Capacity Framework™, please feel free to contact Rita by email or Skype.