Fine tune regroup or restructure

Positioning your team for success

With some sense of normalcy having returned after the unpredictability of the last few years, now is a good time to take a breath, look at how things are currently going and where you want to head.

In business terms, this of course includes looking at the tasks at hand, whether you have the right person/people for the job or if you’re going to need to fine tune, regroup or restructure.

With change comes opportunity

Change, as it’s often said, is the one constant and there will always be changes affecting what happens in your organisation.

For example, one product line or service area has become quieter than others, supply chain glitches have put production on hold or rapid growth has staff shortages causing headaches. Sometimes creative thinking sees such changes easily dealt with, but at other times, a radical rethink might be required.

So what can be helpful to consider as you figure out the best way forward? Here are some starting points:

• How is progress tracking against your current goals?

• What are your gaps and opportunities?

• Do you have the right players with the skill sets/expertise in place?

• Could some people be better suited to a different role?

• What support do people need to help them succeed?

As you work through what you want to achieve, it’s important to consider whether any roles need to change, or perhaps be reshuffled. Central to this process is knowing what each person brings, remembering to look at how they contribute to your workplace in terms of attitude and motivation, as well as their technical skills and knowledge.

You might discover you have gaps in some skill sets which can be addressed through training and professional development, or you may find a need for a completely new position. This is about taking a big picture look at possibilities.

Clarity and understanding is key

The key to ensuring the team is set up for success is in knowing what you need, where each person is at their best, and how to equip them. This will strengthen your ability to deliver. Consider the following for each of your team members:

1. How long have they been in their current role?

2. Are they clear about the priorities of the role?

3. What are their development needs?

4. Do you know and understand what they need to be successful?

When it comes to identifying requirements, it can be helpful to use a profiling tool or framework to take a look at people’s strengths and weaknesses.

These tools can also help you drill down into what they are really about, how individuals see themselves and others, and importantly how to match different talents to your organisation’s needs and goals.

Choose the right tools for the job

With a number of different options to choose from such as CliftonStrengths, DISC or MyersBriggs choosing the right framework and approach for your situation can be daunting. Keep these questions in mind as you weigh up your options:

1. Does the framework have a good evidence base?

2. Does it label people or develop them?

3. Can it show how your people progress over time?

4. Will it work for your team based on what they need to achieve?

5. Is it helpful in enabling people to grow in their role so they are improving?

6. Finally, does it resonate with you as the leader and help you too?

Not only do different frameworks suit different situations but how they are used also determines their impact.

Bear in mind that the framework you choose, also has to resonate with you as the leader; you need to believe, buy into it and feel inspired by the possibilities it generates.

Because as an inspired leader you are more likely to engage, inspire and equip people to move your organisation forward. Whichever tool you use, its effectiveness will only be as good as your follow through.

Positive influence, plus action is game changing

As well as reflecting on the right people and right tools for the job, commit the time to mapping out your plans so you turn these great ideas into action.

Put the actions in the diary and if you need someone to help you with your follow through, by then you’ll hopefully have already found the right person for the job!

So if you know it’s time for change, start by taking a look at the people you have right in front of you to see if there is opportunity for them to adapt and grow, and making sure you equip and position them for success. This way, however small or radical the change, they are more likely to be engaged and perform at their best, supporting your changes so that you get the best results possible.

So go on, take a good look at where you’re at, who you’ve got on board and how they like to work - it can be your game changer! CT