Develop Key Competencies to Excel as a Strategic Business Partner
Shift from talking about being strategic to behaving strategically.
- Rapid pace and a high degree of change make it hard to stay relevant.
- Lack of predictability of issues and events makes it difficult to know which HR initiatives will be worthwhile.
- Mitigating factors make it hard to get a clear sense of what HR must do.
- There is a lack of clarity as to the causes and consequences of events, and how HR should respond.
Our Advice
Critical Insight
- HR must shift from talking about being strategic to behaving strategically by developing competencies in business acumen, organizational awareness, data analysis, and relationship building.
- Asking what the organization needs from HR will change the perception of HR from roadblock to business enabler.
Impact and Result
- Become a strategic business partner by developing four key competencies: business acumen, organizational awareness, data analysis, and relationship building.
- Turn data analysis into strategic analytics tailored to your organization.
- Seek stakeholder feedback to ensure competency development is having the desired impact and promoting alignment between organizational needs and HR actions.
Workshop: Develop Key Competencies to Excel as a Strategic Business Partner
Workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Define and Assess Competencies
The Purpose
- Understand proficiency levels for key competencies.
- Organizational goal setting.
- Set benchmark metrics for progress tracking.
Key Benefits Achieved
- Goals and starting proficiency levels are discussed and agreed upon.
- Metrics are created.
Activities
Outputs
Establish department and role competency proficiency levels.
- Proficiency levels for the four key HR competencies are defined.
Establish high-level development objectives.
- Organizational and departmental goals related to becoming a strategic HR business partner are planned.
Set benchmark metrics.
- Baseline metrics are set.
Module 2: Create Competency Development Plan
The Purpose
- Determine development priorities.
- Create activities to aid in development of those priorities.
Key Benefits Achieved
- Priorities are realized and activities are developed.
Activities
Outputs
Prioritize focus for competency development opportunities.
- Creation of development opportunities according to priority and competency.
Create development activities for each prioritized development point.
- Development activities for each competency’s prioritized development is devised.
Module 3: Prepare to Evolve for Ongoing Impact
The Purpose
- Lay out potential pushback areas and determine solutions.
Key Benefits Achieved
- Communication strategy and solutions for pushback are created.
Activities
Outputs
Prepare for stakeholder pushback.
- Defined categories of pushback and potential ideas to address expected pushback.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 7 touchpoints with our researchers, all included in your membership.
Guided Implementation 1: Define and assess current competency levels
- Call 1: Gain advice around what ideal proficiency in the four key strategic competencies might look like for your organization.
- Call 2: Discuss how to assess competencies.
Guided Implementation 2: Create competency development plan
- Call 1: Gain advice for prioritizing competency development goals.
- Call 2: Discuss how to create competency development plans for the department, roles, and individuals.
- Call 3: Review development activities.
Guided Implementation 3: Evolve competency development plan
- Call 1: Discuss how to review progress on goals and assess their ongoing relevance.
- Call 2: Gain advice for discussing competency development efforts with stakeholders.
Contributors
- Evan Ewasko, HR Manager, Transcontinental Incorporated
- Melissa Hartley, Organizational Development Consultant, Staples
- Eric Lacroix, Director of Total Rewards & Performance, Business Development Bank of Canada
- Michael Messier, EVP & CHRO, Excelitas Technologies Corp.
- Ronel Muller, HR Manager, Continuity South Africa
- Mark Podolsky, PhD Candidate, York University, School of Human Resource Management
- Gayle Simmons, HR Manager, Senior Services of Southeastern Virginia (SSEVA)
- Dallin Stokes, HR Generalist, FJ Management
- Will Tigley, HR Communications Specialist, Agrium
- Susan Wright, Learning & Development Manager, Humber River Hospital
- Lisa Young, SPHR, SHRM-SPC, Senior HR Generalist, Westerra Credit Union
Systematically Develop Your HR Department
Succeed as a CHRO With a Leadership Development Program
Build a Resilient HR Team
Develop Storytelling in HR
Overcome the Challenges of Project Management
Business Acumen for HR Professionals
Manage Your HR Brand
Build HR Influence Through Curiosity and a Coach Approach
Navigate the Complexities of HR Facilitation