We tailor our lives every day in consideration of the factors around us, and the problems we face. As the weather changes, we change what we wear. If we are feeling stressed, we might hit the gym, or indulge in a guilty pleasure. We adapt.
So why are we not incorporating this innate adaptability into the way we work? More often than not, we are faced with problems in the workplace that arise and adapt to the change as our flow of work does. To navigate these dynamic problems, we need to build on-demand teams in order to provide adaptability.
Accessing talent on demand allows us to achieve our goals, while balancing the resources we have with the resources we need. The challenge is how to find this balance. Using a simple methodology, called SPEED, you can incorporate these on-demand teams into your workplace. Utilizing SPEED provides you with a way to access the growing independent talent pool and potential to achieve innovative results that could not be reached with your typical assets.
SPEED means thinking about your team in a much broader sense than simply placing names on an organizational chart. It’s about asking what your business needs and goals are, both now and in the future, and focusing on securing the right talent, regardless of the form it takes.
The SPEED methodology breaks down into five steps: Success, Plan, Execute, Evaluate and Decide. Each step is essential to securing the right talent.
SUCCESS: TAKE TIME TO IDENTIFY THE MOST IMPORTANT OUTCOME.
The importance in success is to find focus in your project and clarity in the talent you need. Look at your team’s expertise and decide if there is a talent gap that needs filling to make the project a success. Optimizing for the expertise and skills needed for the project goals will help you achieve your objectives faster.
PLAN: GAIN CLARITY ON HOW TO MEET YOUR BUSINESS OBJECTIVES AND FILL THE GAP ON YOUR TEAM.
You need a sound project description. A project description is essential to establishing exactly what you need a consultant to deliver. You are searching for the tools you don’t already have. Build the description before talking to any candidates, you want them to be able to hit the ground running and add value from day one.
EXECUTE: SETTING AND MEETING EXPECTATIONS.
Once you have selected your consultant, set the project up for successful execution by documenting the project deliverables in a Statement of Work (SOW), onboarding the consultant, and integrating them into your team. The SOW will keep the priorities of your project clear. Onboarding and team integration will establish a trusting working relationship between the consultant, yourself, and the team.
EVALUATE: MAKE SURE THE WORK IS GETTING DONE AS AGREED UPON IN THE SOW.
As business needs change, so will the goals and metrics. It’s important to keep this in mind when working with your consultant. Constant evaluation of metrics ensures goals are being met and both parties have the same understanding.
DECIDE: ONCE GOALS ARE ACHIEVED DECIDE IF THERE ARE NEW OR CONTINUING PROJECT NEEDS.
The achievement of project goals makes us feel empowered to take on the next project faster and in a more efficient way. Each application of SPEED lessens the learning curve. But before we take on our next project, we must decide whether the current project remains a priority. If it is, continue the work and bring on additional resources as needed. If not, decide if the consultant has the skillset needed to help with the next project.
Now that you know the steps, you can embrace adaptability in your workplace. Let’s stop trying to fix our problems with a half empty toolbox. Find the tools you need, in the talent pool you now know how to access. It’s as simple as S-P-E-E-D.
Lisa Hufford is the founder of Simplicity Consulting and author of the newly released book “Navigating the Talent Shift: How to Build On-demand Teams That Drive Innovation, Control Costs, And Get Results”