How To Capitalize Your Organization’s Untapped Potential?

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How To Capitalize Your Organization’s Untapped Potential?

Posted by: Virendra Singh Rathore
Category: Employee Development
Reading Time: 3 minutes
How To Capitalize Your Organization’s Untapped Potential?

In the age of hard-core digitization, it is often tough for companies to break free of the inertia and achieve maximum effectiveness. But the truth is that the potential required to achieve these levels already lies within the company members. While the talent pool does exist, it is not nurtured enough and in some cases not even identified. 

If you are the leader of an organization, ask yourself a simple question:

Are you doing your best to allow your most skilled employees to grow, or are you grinding the most amount of effort out of them?

As organizations, we do not view growth in terms of individual employee effectivity but only in terms of business effectivity. A change in this attitude will allow business leaders to initiate a movement within their organizational structure that will allow for maximum business potential.

There are three acute aspects regarding this change.

Self-Directed Course

We are all believers of the Agile methodology, it turns the business process into its most effective form. But the Agile methodology is not simply directed towards the business process of the digital aspects of it. What we miss out on is the application of the Agile methodology to employee management, and we are not talking about trackers and performance calculators.

Providing employees with the ability to direct their project course and goal-oriented courses allows them to perform better and waste the least amount of time. This aspect of Agile methodology can create a huge amount of change in the mentality of the employees and advance their capabilities. At the end of the day what you want are employees who are working to provide, and not simply to earn their wages.

Pro Employee Regulations

Inclusivity is one of the core aspects that will allow any business to become its better self. Regulations that help an employee feel welcome and appreciated are highly important in regards to the current corporate power structure.

No employee will ever say that they performed well and hence they deserve a break. Rather, if the upper management can identify such potential and reward them, then the creation of a larger talent pool can be achieved. Inclusive regulations for multiple employee verticals will help develop a better workspace environment for your organization.

Building Employee Autonomy

It is wrong to think that employees perform better under stricter conditions. Rather, if employees are allowed to achieve skill-based autonomy you will be able to cut down on managerial costs and direct managerial efforts to other aspects of the business.

It is highly important that business leaders pay attention to developing their talent pool through courses and workshops, etc., even if it leads to a momentary loss in productivity levels. Such loss will be compensated multiple times in the future when the new skill set is applied for business purposes.

Keeping in mind the fact that organizations don’t simply need to grow their productivity through sales but also internal betterment, these are the three primary aspects you should look into while trying to develop the talent pool of your company. The higher management must ensure that talent is identified, appreciated, and nurtured.

The creation of a better business is not through the efforts of only a collective, but an inclusive, independent, and highly skilled group of individuals who work together. This is the aspiration that all current business leaders seeking a competitive edge in a digitized world should aim to achieve.

How do you like this piece of insight? Do let us know in the comment section below! To get notified about our upcoming blog post and other #knowledgesharing articles please subscribe to our newsletter. Additionally, to know more about our leadership development and organization culture change training programs, write to us at info@challenginghorizon.com or simply add a comment in the section below.

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Author: Virendra Singh Rathore

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