OTT Consulting

Because Business Results Matter, People Count

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Our approach to talent management  

At OTT Consulting we do not take the 'one size fits all' approach favoured by many providers of Talent Management services.   For success, we believe that full consideration must be given to all the 'People Processes' that when considered as a whole integrated approach can satisfy both today's and tomorrow's business requirements for 'human talent' and enable achievement of business, professional and personal goals.

It is true that all business strategies, and the results they are intended to achieve, must be achieved by people.  It is people’s collective and individual capability, and their motivation which determine the success or failure of any strategic implementation.  At OTT Consulting we believe that to enable organisational success we must consider the organisation, its constituent parts and the vital role that people play in delivering organisational success.  Our approach to Talent Management therefore emphasises the need to 'improve and sustain the contribution of people to the effectiveness of the organisation'.  

Successful Talent Management, that is improving and sustaining the contribution and commitment of people necessitates the development of a strategy for dealing with the people resourcing and capability issues and leading, motivating and managing people consistent with the future direction and needs of the business.  Our starting point therefore is often the development and implementation of a ‘People’ or 'Human Resource Talent' strategy that meets the needs of our client’s business now and in the future.  Our work then often involves the re-design and development of the existing organisation in order to meet the requirements of the Human Resource Talent strategy.

At OTT Consulting our shared view is that organisation (re)design must be consistent across a number of variables depending on whether it wants to be command and control or highly flexible.  For example, policies for recruitment, leadership development, goal setting, measurement and performance review, and the systems and processes used, must be designed with flexibility in mind if the organisation – collectively and individually – is to be responsive.  In practice this means that we need to focus on four interrelated areas or main themes underpinning the Human Resource Talent strategy:  

• Re-designing and developing the organisation to meet the needs of the business 
  (ie we identify what culture, values and behaviours are needed to maximise the organisation’s likelihood of achieving its business goals.  How should the organisation organise itself to best effect and provide clarity of roles and accountabilities etc  How should the organisation enhance it’s ‘brand’ to make it an employer of choice)
  
  

• Resourcing & sustaining the organisation-the right number & mix of skills & experience
  (ie we identify the process needed to re-align the people resources of the organisation to meet the changing demands of the business both today but also importantly for the future)
  
  

• Developing the capability and utilising the potential of people 
  (ie we identify the need for any potential high performance organisation to continuously improve their performance, and sustain that improvement, by developing the individual and collective capability of their people etc)
  
  

• Managing people to improve their performance & recognise & reward their performance
  (ie we identify the prevailing or planned performance management culture of the organisation and the history of performance management processes within the organisation, in particular identifying underlying causes of past failures and opportunities for strengthening these etc)

A presentation of 'Our Approach to Talent Management' is also available by request.  If you would like to discuss any aspect of our approach to talent management or request a pdf copy please contact us. 

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Realising the Potential of People