As every year, at this time the strategic planning processes begin and, in a more or less structured way, the goals of sales, production, growth, profitability and how to achieve them are defined.
When actions are programmed, in the document they seem the right path to success, but, when executing them, we begin to encounter different difficulties that we had not estimated or whose scope we could not previously visualize.
The business world has reached a speed of change never seen before, which, added to the situation of the country, has shown the gap in skills and attitudes that workers have and the necessary capabilities to achieve the objectives established in the parameters of agility and costs that are required today. We find big differences between what we want and what we can achieve with the resources we have, between the pace we need and the pace we actually achieve.
This generates frustration and fatigue in the leaders, as well as demotivation and lack of purpose in the functional and operational plan, since, if the expected result is never achieved despite long working hours, it is finally the same to do than not to do.
One of the resources that strongly impacts on the shortening of the gaps, although it is not the only one, is to train and / or strengthen the necessary skills so that each of our workers, at all levels, can guide, manage, plan and execute the necessary tasks with the expected quality and increase their productivity. Doing the job well, achieving the proposed goals, feeling that you contribute to the result of the business, generates commitment and enthusiasm in the teams, directly improving the attitude towards the company and the role it plays.
When training becomes a product of the “order table”, it fails to satisfy any of the objectives, nor satisfy the trainee or contribute to the result of the organization. If we manage to plan and execute properly, we will be able to maximize its benefits, directly and indirectly, in addition to making good use of the incentives offered by Chile through the tax exemption managed by SENCE.
Even in times like today, when technology can be the central axis of the business, the differential will always be marked by the performance of the team, both in the installation and operation of these technologies, and in the service we can offer, that is why the human capital management strategy must be coherent, consistent and aligned with the objectives of the short, medium and long term of the organization.
So, if we have a people development strategy that accompanies the business and we operate it consistently, we can leverage our challenges and have the necessary capabilities in our leaders and their teams that allow us to make viable the plans we are dreaming of today.
If the plan for 2023 has already been defined, you can take advantage of these last two months of the year and the beginning of the next to deliver the tools to your workers and, thus, start the year in the best conditions to make the strategy a reality. As Marie Forleo says, “the key to success is to start before you’re ready.”
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The content expressed in this opinion column is the sole responsibility of its author, and does not necessarily reflect the editorial line or position of El Mostrador.
