When delivering projects, it is well established that success is dependent on the project having well-defined goals, a clear plan, an understanding and available sponsor, and is resourced with a talented, committed team of performers with the skills required to complete the work.
All of these are important, but which would you say is the most critical to the successful outcome of the project? For me, it has to be the latter: a skilled and committed team. People are what make or break a project. More specifically, the competencies that they bring to the project and how these can be harnessed to achieve results.
However, this raises the pivotal challenge of identifying the best team to achieve success for the organization: those available people with the right mix of capabilities and experience to meet the scope of work.
This can be manageable in small and medium enterprises, as the talent pool is often well understood by established ‘connectors’ or those tasked with managing project delivery.
Within larger enterprises containing potentially thousands of people, this becomes a far greater challenge. Furthermore, achieving a full understanding of those workforce competencies that are in greatest demand and where gaps exist, is typically out of reach.
The Project Management Office and HR department most likely have spreadsheets suggesting where people and their skills reside. However, this information tends to be limited, incomplete or inaccurate. Raw skills may be listed but training records, certifications, working relationships and project experience are often absent. Additionally, gaps in knowledge around broader competencies and behaviors make assembling a cohesive and effective team a guessing game at best, with the potential to breed impactful social and professional issues where key traits are absent or too pronounced.
Performance reviews and appraisals are useful sources of information but can be a blunt tool in assessing the value individuals bring to an organization. Also, they are typically compiled annually and often linked to pay which can be a blocker to gaining open and honest feedback on capability and performance.
Organizations looking to deliver value consistently and reliably should seek greater insight into their most important asset, their people, by fostering a culture of engagement, feedback and information flow that yields the continuous, deep and rich knowledge required to define happy and engaged teams aligned to corporate strategy.
This is where OpusView comes in. OpusView is work engagement software. It has been built to resolve the missing connection between workforce capabilities and effective delivery.
Capability analytics provide a host of intelligent visualizations that bring the competencies and experiences of the organization to life, which can be mobilized for project-based work.
You will see in an instant where sought-after competencies reside, where gaps may require filling, and the impact a departing colleague will have on a project or department. Further, the ability to recognize a fellow team member for their contribution and expertise drives a positive environment of recognition and value, completing a 360 degree profile of your workforce’s ability to meet current and future demand. A real game changer.
So, if you have not already done so, take a look at OpusView and consider the impact this could have on your organization in aligning motivated talent to strategy execution.
For more information or to arrange a demo send an email to firstname.lastname@example.org or fill out the contact form here: https://www.opusview.com/contactus.