In a recent review meeting with a client I explained the strengths and differences among the team as this relates to a phased transition to new leadership. Our goal is to validate and arrange the capabilities of her people, so they can fix existing performance gaps and achieve a solid grasp of how they each will transition into an improved role within a four year period. Through a clear perspective of the future vision, everyone on the team will understand how they lend value to the operation; they will plan their unique contributions and corresponding actions to solidify performance as they prepare for transition.
As I asked a few questions about the team’s response to the diagnostic processes, my client explained; ‘until you understand this stuff, its like voodoo’.  This perspective is not a surprise. This successful leader has focused on a comprehensive service model and a superior customer experience as the primary ingredients to growing her business. She is right, they are primary, along with the make-or-break influence of the people that drive these processes! Although some human behaviors are evolving and may change over time, one part of the mind, the instinctive part, provides a key to arranging talent that is predictable and reliable.
This is definitely not voodoo!  Everyone has a natural predisposition to problem solve in a specific manner.  This problem solving method of operation or MO, can be validated and utilized to create long term working relationships. Once identified, these natural abilities help managers to recognize opportunities for arranging their people to maximizing individual productivity and collaborative efficiency; both are crucial to sustainable business performance. Creating organizational charts for every position in the company is a very smart use of time. Then you need to know who is the right fit for each role – that’s the question we answer.
Human capital management is a focus on managing people strengths in the workplace. Sometimes referred to as talent management, this piece of the human resources equation is a critical part of a human performance profile. Where people meet process, we must be able to answer the question, “Who is on your team?”  The natural method of taking problem solving actions gives us the quantitative and qualitative answer to the question.  This answer will influence your team’s ability to perform in a role long term. Consider three parts to an individual performance profile.  What makes a person qualified- skills and experience + why are they working with you – motivation + natural problem solving method- how they will execute a role.  You can be sure that this approach will open a new door to retaining your team and to developing their contribution to your organizational goals.
There is certainly no wizardry involved, but learning the how of performance metrics may seem like a magical advantage!