strategic human capital planning

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Phoenix Strategic Performance

Aligning Human Capital with Strategy Making Human Capital a Strategic Initiative

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Joanne T. Flynn

Since 1989, Joanne Flynn has led the consulting practice of Phoenix Group International. Her area of expertise is in the global Financial Services industry. From an independent vantage point, Joanne worked with organizations as they faced global growth and competitive challenges. She worked with her clients on being both externally focused and internally responsive. With her unique background, she aligns competitive business development efforts with related internal organizational leadership challenges. With the benefit of her career-long focus, Joanne contributes the unique insight of aligning strategy to internal organizational structure and process.

Joanne is experienced in all aspects of organizational development and training on a global level. Her consulting engagements have included the design and delivery of training and development programs on the topics of strategic leadership, business development, client account management, strategic selling, management development, and executive coaching. Her consulting clients range from global investment banks to small private equity / venture capital firms.

Joanne previously was the Vice President and Director of Global Training and Development at Goldman Sachs for nine years. At Goldman Sachs, Joanne implemented programs to improve the organizational effectiveness of business units, most notably investment banking, equities, fixed income and operations.

Joanne began her career at Prudential Insurance and Macmillan Publishing.

Joanne holds a Master of Arts degree in Business Management from the University of Oklahoma. In addition, she holds a double degree major in History and German from the College of St. Elizabeth, as well as certificates from a variety of leading universities and professional training and development organizations.

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The Current Global Business Trends 2014

27% of CEO’s say they lose sleep over human capital Fortune

According to PE surveys – 85% of their time is spent on people issues. There is a crisis in leadership – creating organizational permafrost Phoenix Strategic Performance

60% of employees are disengaged Towers Watson – Global Employment Study 2014

50% of Small Businesses Fail within the first 5 years Geri Stengel – Ventureneer

On the Values – Productivity Matrix - Too much time , over 60%, is spent tolerating either low or disengaged performers Jana Matthews – Kaufman Institute

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What Leaders Are Saying: 2014

“I am so busy, I don’t have time to delegate”

“I don’t have anyone I can delegate to”

“Everyone is so busy, I can’t ask them to do more work”

“Everyone is busy, but I am not quite sure doing what?”

“I would rather have 50% of someone, than 100% of no one – so I will be happy with 50%”

“I need more headcount”

“I don’t have anyone who can think”

“No one is accountable for anything, anymore”

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The Current Dilemma: 2014 In the past 30 years

The issues haven’t changed But the extent of the problem has gotten worse!

The question? So what do we do?

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Value Proposition

The best strategy can fail at implementation without a human capital strategy supporting it

Paradigms Blocking People from Achieving Strategic Initiatives People are smart and people are busy……of course they are aligned with and

working toward key strategic initiatives

All our people are always working at their highest potential

People are our most important asset. Good people will always rise to the top

How Can You Solve These Issues?

Implement business discipline for human capital planning & development with an assessment-based solution to continuously and strategically align people to business strategy and objectives

Making Human Capital a Strategic Initiative

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Results

Increase the ROI of your people investment – unlock your human capital potential

Deliver stronger results by improving your people’s performance through organizational alignment

Forecast current and future people potential & capacity to keep pace with strategic business objectives

Through the Phoenix Strategic Performance (PSP) System, create a sustainable, governance process to ensure continuous alignment to tie people’s performance to strategy

Value Proposition


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Value Proposition

Our PSP System, a proprietary organizational assessment model and data platform, provides ‘big data’ insights to:

Assess people on current and trending competency criteria Forecast current and future people potential and capacity to

pace with strategic business objectives

To increase the ROI of your people investment, our strategically-driven, vertically-aligned business model works to:

Unlock the performance potential of people Mitigate people risk Close the performance accountability loop


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Phoenix Strategic Performance System

Delivering Human Capital Value

Current people analysis

Gap analysis and workforce planning

Targeted and aligned employee development plans

Targeted and aligned learning and development

A governance process to ensure accountability and sustainability


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Role & Competency Benchmark

People Assessment

Reporting & GAP Analysis

Workforce Planning

Development & Action

Plans


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Part 1 - 3-Filter Funnel Assessment

Diagnostic

Part 2 - Organizational Agility Assessment Results

Reporting, Analytics & Gap Analysis

Part 3 - Workforce Planning, Development and Governance


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Phoenix Strategic Assessment System 3-Filter Funnel Assessment – Diagnostic Part 1

3-Filter Funnel Organizational Assessment Model Diagnostic

Filter 1 - Role Clarity Filter 2 - Competency Assessment Filter 3 - People Style


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Phoenix Strategic Performance System3-Filter Funnel Assessment – Diagnostic Part 1

3-FILTER FUNNEL ASSESSMENT - DIAGNOSTIC


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Phoenix Strategic Performance SystemOrganizational Assessment Model Part 1

Organizational Assessment Model

Strategy

Organization Role Clarity Competencies Assessments Plans


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Phoenix Strategic Performance SystemOrganizational Assessment Model - CulturePart 1

Organizational Assessment Model – Culture

Strategy

Organization Role Clarity Competencies Assessments Plans + Culture


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Phoenix Strategic Performance SystemRole Clarity Part 1

Funnel Filter 1: Role Clarity

Strategy

Role Clarity Leader Role

Knowledge Role


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Phoenix Strategic Performance SystemCompetency AssessmentPart 1

Funnel Filter 2: Competency Assessment

Strategy

Phoenix Factors

Knowledgeable Accountable and Engaged to Deliver Confident


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• Knowledgeable• Hard Skills• Soft Skills

Accountable & Engaged to Deliver

• Internally Responsive

• Externally Focused

• Confident

Phoenix Strategic Assessment System

Competency Assessment - Funnel Factors

• 100% Highest Caliber

• 100% Sustainable, Consistent & Repeatable

• NOW

• Routine Task• Trending

• Non-Routine Task• Trending


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Phoenix Strategic Performance SystemPeople Style Part 1

Funnel Filter 3: People Style – DISC Profile

Strategy

DiSC®

D – Dominant

I – Influencer

S – Steadiness

C – Conscientious


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Phoenix Strategic Performance Assessment Filter Funnel Diagnostic SummaryPart 1

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Phoenix Strategic Assessment SystemOrganizational Agility Assessment Results Part 2

Organizational Agility Assessment ResultsReporting, Analytics and Gap Analysis

Phoenix Matrix Report Heat Map Phoenix Competency Report – Gap Analysis Phoenix Competency Report

Routine & Non-Routine - Gap Analysis


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Phoenix Strategic Performance SystemGap Analysis and Workforce Planning Part 3

Workforce Planning, Development and Governance Gap Analysis Development Plans and Actions Targeted Learning and Development Coaching and Mentoring Governance Accountability Process


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Questions?

Joanne FlynnPhoenix Strategic Performance

www.phoenixstrategicperformance.comjflynn@phoenixstrategicperformance.co

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