Competence Development with Future Connections
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.
Relation: Future Connections
Period: October 2020 – July 2021
Category: Competence development
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.
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.
What people say about us
“Arvid helped us to redefine our commercial strategy. His business wisdom, his energy and sense of humor made it wonderful to work with him and led to clear decisions, executable plans and ultimately 50% growth.”
CEO, Intelligent Automation
“We always look forward to having him around as our organization becomes a little brighter when he is around…”
Learning & Development, Maritime
“Our learning and development has improved greatly because of their inspiration and energetic sessions.”
HR Manager, Telco
“Extraordinarily engaged and committed people.”
HR manager, Education
“A very effective, no-nonsense approach to our strategy and implementation through their Pull Principle…”
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.”
SCM manager, Oil & Gas