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Don’t take it from US..
Rob was recommended to me when we were looking for some support to re-vitalise our People Strategy. Rob helped us with both the thinking and the practical elements. The outcome is a people strategy which is fit for the future, fits the needs of the business and delivers for our people. I’m excited to see the results we deliver.
I absolutely dig this approach !! It is balanced and gives folks a way to incorporate people and strategy in a way that’s intertwined and not separated. Most of these templates I’ve seen are purely “strategy” driven with business results as the focus.
Why use this approach to developing your People Strategy?
SOAR is based on Appreciative Inquiry (AI), which focuses on the strengths and shared vision of an organisation. You can also use it to develop a business strategy.
In our experience of using it for People Strategy it helps to:
Who should be involved in developing the People Strategy?
You can do this individual, or as an HR leadership team, but we would strongly encourage you to involve key stakeholders in the process. This will help you to stay focused on the problems that the business needs you to solve, and avoid the temptation to pursue pet projects or HR best practice for the sake of it.
When should we do it?
Your organisation might have a strategic planning cycle and if so your people strategy should follow on from the main business strategy. If not, there’s no time like the present. It is important, however, that you have a reasonable view of the business priorities, so if these are currently under review it clearly makes sense to wait!
Further guidance and contact details are included in the people strategy template.