I was looking at a SuccessFactor\u2019s employee laptop the other day and she had a huge sticker on it with the words \u201cSuccess = Strategy + Execution.\u201d\u00a0 I could not help wondering to myself if this was really the equation, or just simplified marketing jargon.\u00a0 Granted, SuccessFactors is probably pretty darn good at what they do, and they do tend to look at talent management as strategic processes.\u00a0 Unfortunately, their clients are probably not there with them yet, still implementing the tactical performance and compensation processes for the most part.\u00a0 Still, more clients are getting to succession planning and workforce planning as a whole in the industry, which is a positive move.<\/p>\n
Back to the question of Strategy + Execution.\u00a0 I\u2019ll be honest that I\u2019m not sure about this one.\u00a0 It sounds pretty good, and if you can execute on your strategy, you probably have achieved some measure of success, but I\u2019m missing the whole change management component.\u00a0 When we talk about talent management, we are really talking about business tools and processes and moving HR further from these components.\u00a0 I do think the core of the equation is right, but you have to add change management as you roll out new policies, processes and tools to the business users.\u00a0 To me, success is not defined by execution of strategy, but by the resultant adoption from the business end user.\u00a0 Without adoption, you still have strategic failure.<\/p>\n
Perhaps the equation should be \u201cSuccess = Strategy + Behavioral Change.\u201d\u00a0 Or perhaps I\u2019m just saying the same thing.<\/p>\n
Thoughts?<\/p>\n","protected":false},"excerpt":{"rendered":"
I was looking at a SuccessFactor\u2019s employee laptop the other day and she had a huge sticker on it with the words \u201cSuccess = Strategy + Execution.\u201d\u00a0 I could not help wondering to myself if this was really the equation,…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[37,8,3],"tags":[],"class_list":["post-1145","post","type-post","status-publish","format-standard","hentry","category-change-management","category-strategies","category-vendors"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1145","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1145"}],"version-history":[{"count":1,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1145\/revisions"}],"predecessor-version":[{"id":1146,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/1145\/revisions\/1146"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1145"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1145"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1145"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}