Competence Development with Future Connections

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Competence development framework for strategic alignment

Challenge: The telecom and technology industry is highly dynamic. This not only requires agility from the organisation from a strategic point of view, but also from an employee perspective.

On the one hand, the organisation needs to determine what the 3-5 year strategic direction will be, proacting to future developments in the market. On the other hand, it is essential to determine how the existing employees can be prepared and equipped for changing tasks and responsibilities.

CompetencyDevelopment

Relation: Future Connections
Period:
October 2020 – July 2021
Website:
www.futureconnections.com
Category:
Competence development

Solution
We implemented our methodology to determine future roles in the organisation and defined the competencies that were required for these roles.

Through a 0-benchmarking step, we assessed the current state of the workforce, and the potential and aspirations of the employees.

Finally, we anchored the individual development of the employees through Personal Development Plans, in order to make the organization future-proof.

Results
We implemented our methodology to determine future roles in the organisation and defined the corresponding competencies.

The organisation is now equipped to achieve its strategic goals, as its people develop the necessary competencies. Not just knowledge, but more importantly (soft) skills and attitudes for the future.

This saves the organisation from having to source new people in a tight and insecure market, as most current employees will grow naturally into their future roles.

01

Strategic shifts
at OOCEP

Through a series of steps we designed a 3-layered program, corresponding with 3 types of competencies that were needed for executing the strategy.

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02

Competence Development
with Future Connections

We implemented our methodology to determine future roles in the organisation and defined the competencies that were required for these roles.

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03

Consultancy and Development at KIZAD and Abu Dhabi Ports

We identified the roles and competencies required for the commercial strategy of both organizations.

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04

Asset Excellence Consultancy
at OOMCO

To enable asset management, we developed an asset management strategy, both financial and operational.

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How can it work for my
company and people?

We believe, that an organization is organic. It should develop through (anticipated) changes in its markets, customers and environment. The aim of this development is always improvement. Improvement by people.

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What people say about us

“Arvid helped us to redefine our commercial strategy. His business wisdom combined with his energy and sense of humor made it a wonderful experience to work with him and led to clear decisions, executable plans and ultimately 50% growth.”

Michel

CEO, Intelligent Automation

“We always look forward to having him around as our organization becomes a little brighter when he is around…”

Jessica

Learning & Development, Maritime

“Our learning and development has improved greatly because of their inspiration and energetic sessions.”

Mohammed

HR Manager, Telco

“Extraordinarily engaged and committed people.”

Linda

HR manager, Education

“A very effective, no-nonsense approach to our strategy and implementation through their Pull Principle…”

Sandra

Director, Cultural Organization

“Their consultants are different from the ones I have worked with in other firms; Q management doesn’t stop till the job is done and the results achieved.”

Saif

SCM manager, Oil & Gas