#ChooseToChallenge Virtual Round Table
Since the Covid crisis broke out we are witnessing increased interest in environmental issues, supported by the first-hand experience of cleaner skies during lockdown. Now, companies are planning to adjust and shift towards sustainable growth, reducing carbon footprint and environmental impact.
One of the few positives that emerged from the Covid-19 crisis relates to the environment. Since the crisis broke out the world is witnessing an increase of interest in environmental issues. This trend was amplified during the crisis and driven by increased attention to health-related issues, as well as a first-hand experience of cleaner skies and less pollution during the lockdown period.
Talking to many senior stakeholders and clients from the market we have observed that this has not gone unnoticed. Following pre-existing market trends on the issue and increased consumer pressures, many companies are planning to adjust their post-Covid strategies and shift towards sustainable growth, reducing their carbon footprint and environmental impact.
Implementing this strategy would require a number of changes in the operating model and its key components: 1) workforce, structure, and incentives 2) supply chain, channels and infrastructure 3) processes and governance and 4) data and technology.
In this article, we provide examples of changes in the four core components of the operating model that you can implement to deliver on your sustainable growth strategy.
Understand what the gap is between the skills the company has now, and the skills it needs in the future to successfully implement the new strategy. These may cover:
As a result of the new strategy, companies will also need to make changes to their structure and design to accommodate for the various changes mentioned above.
One of the most important tools to building the culture you want and motivating people to perform is your reward system. The right reward system should always positively reinforce the right behaviours. Given the change of strategy towards sustainable growth, companies will need to align their incentives and rewards systems to incentivise and reward performance in these areas. For example:
For most business this is the operating model component that will have the largest environmental impact. Changes in this area may cover:
Sia Partners has been committed to accelerating carbon emissions reduction and the energy transition for 15 years. 12% of our revenue is generated by offerings related to climate change; we help clients in the public and private sectors navigate the on-going global transition to a low carbon economy. Talk to us to find more about our Climate Analysis Center and how we use data and technology to support organisations minimise their environmental impact.
Pivoting your workforce is a key step in modifying the operating model to deliver changes in the strategy or business model. Businesses can pivot their workforce in an intelligent way by leveraging organisational data to develop winning designs and plans.
A common response to this approach is that organisational data either does not exist or it is difficult to obtain. In almost all cases, this is wrong. Organisational data does exist. However, it may not all in one place, the quality may be inconsistent or poor, or records may conflict across functions and systems. Even when it is easy to get, many businesses may not know how to apply it to improve organisational design or operating model alignment.
Sia Partners can help. We bring decades of transformation experience and innovative data science-based solutions to help you rapidly assess the current-state, examine future-state options, and implement impactful change for your organisation. we deploy sophisticated analytics and digital tools alongside our human subject matter experts, ensuring you receive support tailored to your organisation’s context and needs. Our consultants rapidly assess your workforce, financial, and competitor data and define actionable insights that guide every step of the project, from assessment, to detailed design and implementation. Our Transformation Hub, an online portal of proprietary tools and aids, means that you have end-to-end visibility on the design process, with downloadable tools at your fingertips, on-demand, around the clock.
In the near-term, our team can help you understand how your customer demand is changing and how to redeploy your workforce from areas of relatively low-demand to areas of high-demand or higher priority. We can also help you to align near-term workforce decisions to operational measures and targets to ensure you have an agile, nimble base from which to grow in the post-COVID world.
In the intermediate-term, our team can help you model options for the size, shape, and design of your future organisation. We obtain, aggregate and cleanse the most relevant data and then quickly assess your as-is state, delivering quantitative and qualitative insights that help you cut costs, define opportunities, and build a more resilient organisation. We start by helping you create design principles centred on your post-COVID business strategy and objectives. From there, we help assess future-state designs that maximise key variables like profitability, long-term growth, or increased organisational resilience. Lastly, we’ll help manage the full implementation via our dedicated PMO offering.
Alterations to your operating model will also require you to consider the long-term impacts to your workforce. Are you recruiting and retaining the right talent for both today and tomorrow? Is the organisation growing a workforce with the skills and capabilities needed for the future? How is automation altering the workforce and employee base? Again, Sia Partners can help. Our approach to workforce planning uses both proprietary and publicly available data to help you identify the most critical elements of your workforce. We help you to account for trends like automation or technological advancement to craft strategies that strategically plan for both today’s and tomorrow’s needs.